ATTENDANCE POLICY

ATTENDANCE POLICY

POLICY STATEMENT

Regular and consistent attendance and punctuality are essential elements of job performance. An absence is defined

as a full or partial day away from work, late arrival, early departure or unauthorized deviation from the assigned

work schedule. Unscheduled unavailability for work in any form is costly, disrupts work schedules, imposes added

work on others, negatively affects morale of the employees who are available and timely and will not be tolerated.

Disciplinary action resulting from attendance issues is typically based on the pattern of absences and the number of

absences that are unscheduled within a defined timeframe.

An employee whose attendance record shows an unacceptable pattern of attendance will be notified of the problem

as soon as possible following its discovery. The fact that the employee may have accumulated time will not serve to

diminish the severity of the problem nor the remedial actions taken by management. Excessive unscheduled

absences may have an impact on an employee’s salary, requests for transfer or promotion, and/or continued

employment.

To a regulated extent, each department/program may establish parameters for acceptable and unacceptable

availability for work depending on the exigencies of the operations for their particular department.

Department/program rules will address proper reporting of an unscheduled absence or lateness, early departure and

similar unavailability. Likewise, each employee is expected to report a period of absence prior to the start of his or

her schedule or as otherwise defined their supervisor. Failure to report a period of absence properly may result in

disciplinary action. In all instances, special considerations will be made for medical situations that qualify for

emergency or sick leave.

This policy amends the provisions on Absenteeism and Tardiness of the Company’s Code on Employee Discipline.

COVERAGE

This policy covers all employees of PCCD

DEFINITION OF TERMS:

Unscheduled Absence

For purposes of monitoring unscheduled absence, the following shall be considered under this

classification: Sick Leave; Sick Leave Without Pay; Absence without Leave; Funeral Leave.

Unauthorized/ unexcused

absence

Absence which is not approved by the employee’s immediate supervisor. A call asking permission

for one’s absence does not constitute to an excused absence. Management reserves the right to

verify information in relation to the validity of the reason for the absence.

Tardiness

Arriving later than the designated work schedule, leaving early for lunch, returning late from

lunch or leaving prior to the end of the scheduled work day without supervisor approval will also

be included.

Late Report

Half Day

Full Absence

Unreported Absence

Patterned Absences

Failure to notify supervisor when unable to report to work within 30 minutes of the start time.

Missing at 20%-50% of a scheduled workday.

Missing more than 50% or more of a scheduled workday.

Failure to notify supervisor of half day or full absence.

Absences before or after restdays, holidays or in lieu’s or absences following payday, or any other

day that indicates a pattern. These includes but are not limited to the ff:

a. Absences scheduled on weekends, Saturday, Sunday or both;

b. Unscheduled leave incurred a day before and/or the day after a scheduled holiday or day off

(holiday pay may be withheld in such cases);

c. Absence the day after payday;

d. Calling in sick as soon as Sick leaves are available, especially if used one day at a time;

e. Coincidence of absence with desirable days off.

Excessive Absenteeism

Unauthorized and unexcused absence from work(AWOL) extends for two (2) or more non-

consecutive days in one payroll cut-off.

POLICYGUIDELINES

A) Absences and Tardiness

1. An employee is considered absent if he or she is not present for work as scheduled, regardless of cause.

2. Employees will not be allowed to apply paid absence benefit to unexcused absences. Department Heads are

advised to develop and communicate to employees the guidelines which indicate both the needs of the department

and the importance of timely and regular attendance and define excessive absenteeism and tardiness

3. Probationary employees who will incur unauthorized/unexcused absences will be subjected to the schedule of

penalties as stated below and all absences related hereto shall form part of the basis for his regularization.

4. Every employee shall ask for permission from his/her immediate supervisor before taking a vacation. Except in

emergency cases, the permission shall be secured at least five (5) working days before the intended date of vacation

unless otherwise approved earlier by the immediate supervisor. Two weeks notice is required if the intended leave of

absence will last for more than a week.

5. An employee who is absent from work because of compelling and/or emergency reason/s shall notify his/her

supervisor of his/her absence and of the reason/s two (2) hours before. Otherwise, this shall be considered as an

unexcused and unauthorized absence. In extreme medical cases when it is physically impossible for the employee to

make the notification, notification by the next of kin shall be permitted, provided there is a certification from the

attending physician of the physical condition of the patient at the time of notification.

6. Proper notification means that the employee will call his/her immediate supervisor or the next higher officer of the

employee’s department. It is not sufficient to call in and leave a message with a co-worker or anyone who is not in a

supervisory position.

7. All Supervisors and Managers shall make themselves available for cases such as these, so there should be no

reason to worry that there is no appropriate person to handle the employee’s call.

8. All Supervisors and Managers have the option to consider an absence unauthorized/unexcused despite the

employee’s notification and reason in the event of established patterned absenteeism, proof/reports that may prove

the reason invalid, among others.

9. Unauthorized and unexcused absence from work(AWOL) for one (1) day shall be considered as a simple case of

absence. In cases where the unauthorized and unexcused absence from work(AWOL) extends for two (2) or more

non- consecutive days in one payroll cut-off, then it shall be considered as excessive.

10. Unauthorized/unexcused absences from work(AWOL), for three(3) or more consecutive working days, shall

constitute abandonment of work

Abandonment of work means that the employee failed to notify his/her immediate supervisor on the days the he

/she was absent. In case of absences with proper notification due to sickness or other related exigencies, a medical

certificate or any document that could prove validity of the absence will be required for submission on the 4th day of

absence. Failure to comply would automatically constitute to abandonment of work.

The immediate supervisor/Manager of the employee shall be responsible of reporting the case to HR for proper

issuance of Back to Work notice. Notice will be sent via personal delivery or registered mail. If no response is

received from the employee indicating the reason for his absence and the intent to return back to work within three

(3) days from the delivery of the said notice, official termination will ensue.

No employee shall be considered as having abandoned his work unless and until the proper notifications and

procedures have been made.

11. The authorized Manager of the department shall recommend, upon concurrence of the immediate supervisor,

whether or not to excuse an unauthorized absence from work. Excused absences shall be charged against the