(a) Expectations and Limitations.
(1) Attendance is an essential function of every employee's position. Regular and punctual attendance is required of all employees in order for the City to conduct business and serve the citizens in an efficient and effective manner.
(2) Absence is defined as the failure of an employee to report for, or remain at work when the employee is scheduled to work including scheduled overtime shifts or hours. Days and hours of scheduled and pre-approved vacation and personal leave, bereavement leave, court leave, comp time, sick leave, earned time leave, family medical leave, and paid or unpaid discretionary leave are not considered to be absences for purposes of this policy.
(3) An employee is tardy when he/she is not at the specific department or work location ready to begin working at the scheduled start time of his/her shift or at the time established for the conclusion of rest and lunch breaks.
A. An employee arriving to work or returning from breaks late must notify his/her department director and/or designee as soon as reasonably possible.
B. A non-exempt employee who is late, may have his/her pay reduced accordingly.
(b) Reporting and Payment.
(1) Employees must report unscheduled absences to the department director or designee at least two hours before the scheduled start time on the first day of absence and each day thereafter, unless emergency conditions make it impossible or previous arrangements have been made. The departmental director and/or designee may require more than two hours notice if he/she determines that it is necessary.
(2) Employees providing appropriate notice of an absence may have the hours of absence paid through the reduction of accrued, available sick or personal leave.
A. Employees not providing appropriate notice of an absence may not have the hours paid even if accrued benefit time is available.
B. An employee absent from work for two consecutive days or two consecutive tours from the Fire Department without providing proper notice will be considered to have voluntarily resigned his/her position.
(3) After three consecutive days of absence, the employee's department director and/or designee shall notify the Finance Department who will contact the employee to determine if the absence qualifies for any of the City's leaves of absence.
(c) Return to Work. Employees absent from work for more than three days due to personal injury or illness may be required to provide a fitness-for-duty certificate before being permitted to return to work, as determined by the Finance Director.
(d) Excessive Absenteeism and Tardiness.
(1) Employee performance is negatively impacted by frequent absences/tardiness or unacceptable patterns (e.g., Mondays and Fridays) of absence/tardiness. Employees with a record of frequent or pattern absence/tardiness will be subject to disciplinary action up to and including termination in accordance with the City's policy of progressive discipline.
(Ord. 134-2010. Passed 1-11-11)
(Ord. 134-2010. Passed 1-11-11)
(2) Sick time will be reviewed every four (4) months. Employees with more than four (4) unexcused absences or tardies in that period, or employees exhibiting a pattern of absence abuse (e.g., only Mondays and/or Fridays) will be placed on the sick leave abuse list to be prepared by the Director of the employee's Department. The Director or his/her Designee will notify the employees of their inclusion on the list.
(Ord. 48-2015. Passed 8-18-15.)
(3) If an employee on the abuse list is found to have excessive or patterned absence in the four month period immediately following placement on the list, the employee will be subject to disciplinary action as outlined in the City's progressive discipline policy. If the employee does not exhibit excessive or patterned absences in the four month period immediately following placement on the list, the employee will be taken off the list.
(4) Following a disciplinary action under this policy, the director or designee will continue to monitor the employee's attendance. If the employee has a complete four month period without excessive or patterned absence, the employee will move one step down in progressive discipline. If the employee is found to be in violation of this policy, they will move up one step in the disciplinary progression, up to and including termination.
NOTE: At any time a valid medical excuse from a physician is provided to substantiate an absence, this will be considered an excused absence and not count against you under this policy. (Ord. 134-2010. Passed 1-11-11)