Employee Attendance Policy Template 
1. Overview of attendance policy 
The employees of ABC Productions are expected to be present for work, on time, every 
day they are scheduled. Regular attendance and punctuality are crucial in order to keep 
your team and ABC Productions operating effectively and efficiently. Arriving late, 
arriving tardy, or absences can cause disruptions. 
Our employee attendance policy clearly outlines what our expectations are regarding 
our employees' coming to work. 
2. Calculating absence infractions 
Tracking employee absences makes it easier to correct the problem or to carry out 
disciplinary actions if necessary. 
Absent with calls: 1 point 
Absent, no call: 2 points 
Tardy: 1/2 point 
Leaving early: 1/2 point 
Late return from lunch or break: 1 point (if over 30 minutes) 
For each scheduled shift, employees have a five minute grace period at the start and end 
of the shift. Employees must report an absence by calling their direct manager and they 
must report each day that they are absent. If an employee fails to call at least one hour 
prior to a shift, this will result in a no call-no show (however there are exceptions, such 
 as a car accident that prevents the employee from calling). 
Attendance infractions will reset every six months or yearly (like vacation days). 
3. Differences in absenteeism and tardiness 
Absenteeism is the frequent absence of an employee from their job responsibilities. 
Such as frequently not coming to work or not providing a doctor's note when taking 
Presenteeism is when you're at work beyond your scheduled hours, even when the 
company does not require overtime. This will cause the employee to be overworked and 
will negatively impact productivity and job satisfaction. We want our employees to 
follow their schedule when arriving and leaving. 
Tardiness is when an employee comes in late, takes longer breaks than entitled to and 
constantly leaves work early without a reason. We won't mind arriving a little late one 
morning or leaving a little early, like on a Friday. However, we want you to follow your 
set schedule and to avoid causing disruption in the workplace. 
All employees must monitor their work hours through our time tracking app, 
Connecteam. You must be diligent in recording your hours so that you will receive your 
salary. 
4. Failing to clock in and clock out 
With Connecteam, employees are required to clock in and clock out for each shift. If 
employees have a problem recording a clock in or clock out time, they are required to 
inform a manager immediately. For employees who consistently fail to clock in or clock 
out, they are subject to receive disciplinary action or even termination. 
5. Unforeseen absences 
Notify your manager as soon as possible if you cannot come to work and if your manager 
is not answering, contact HR. As a result, you should be able to use paid time off or sick 
leave to cover the absence, but make sure that you record this in Connecteam as soon as 
possible. 
If you have an unexcused or unreported absence for longer than three days, we will 
consider this job abandonment. Inform your manager if you need to leave work early, 
for example, you have a doctor's appointment or you have teacher-parent conferences. 
There are circumstances where we will understand your being absent, even if you didn't 
report it. These reasons usually will involve a serious accident or a family medical 
emergency. Your absence will be excused in these instances, however we may ask for 
The following listed below are some examples of what we do not consider an excused 
absence: 
You woke up late, or your child woke up late. 
Stopping somewhere while on the way to work for personal reasons, like grabbing 
a cup of coffee. 
Traffic or public transportation delays, this excludes situations that resulted in 
closing of roads. 
 Bad weather, this excludes extreme weather conditions such as tornadoes, 
blizzards, hurricanes and floods. 
Holidays or vacation days that were not approved. 
6. What is good attendance? 
An employee who has less than four incidents of absenteeism or tardiness in a year is an 
example of an employee with good attendance. As such, this employee will receive an 
additional paid day off the next year. 
Employees have a good attendance record based on the following: 
 Consistently reporting to work. 
Arriving to work at the scheduled shift start time. 
Leaving work at the scheduled shift end time (unless paid overtime is required.) 
Remaining at work during working hours (excluding breaks.) 
Taking lunch or breaks that don't exceed the expected length. 
Notifying their manager when needing to be absent or late. 
Being absent or late with good reasons only. 
7. Responsibility of the manager 
It is the duty of the manager to monitor his/her employee's attendance. If you notice an 
a meeting to discuss the actions. In the meeting, ask the employee is they are having 
issues with the schedule or if they need help creating a work-life balance. Flexible hours, 
working from home or time management training options could be a solution. If you 
believe that a mental health issue is causing absenteeism or tardiness, ask your 
employee to contact our [mental health professional] and discuss how you can help 
them. 
If you believe that the employee is abusing their sick leave or is purposely tardy, you 
must inform HR and begin a progressive discipline process. 
8. Disciplinary actions 
If a manager suspects that an employee is abusing their sick leave, said employee may 
need to submit doctor's notes in order to avoid progressive discipline process. If an 
employee is found to be unintentionally tardy, then corrective counseling will the first 
step at finding a solution. We will take disciplinary action that goes up to and including 
termination if: 
Corrective counseling doesn't work. 
You are willfully tardy 
Your tardiness or absenteeism directly impacts your work. 
Unexcused and unreported absences are not considered as hours worked therefore we