attendance standards below, based on the circumstances and the employee's attendance record.
1-2 absences will result in verbal counseling with the employee, reminder.
3 absences will result in a documented attendance coaching memo which is a disciplinary action.
4 absences will result in a documented attendance final notice coaching memo which notifies the employee that their “job is at risk”, which is a disciplinary action.
5 absences may result in termination.
Discussions with the employee will include dates of absences and discussion of the need to correct the situation before reaching a disciplinary point. The pattern of absences and tardiness must be addressed to preserve the quality of support, safety of the individuals and provision of on-going support services.
Supervisors should counsel employees before the above limits are reached if they see an unusual attendance pattern developing (e.g., repeated absences on specific days of the week). While it is AIM's policy to work with an employee to correct an attendance problem through progressive discipline, please keep in mind that the Agency has the right, at all times, to administer the discipline that it believes is appropriate depending upon the facts of each situation. The use of progressive discipline does not change the employment at will relationship between the Agency and employees.
The following standards will determine when an employee will be referred to the Human Resources Department and the Department Director for action, including separation from employment.
Full-time employee standards: Employees with four absences, not including NYS Paid Sick Leave, in the past twelve months will receive a written final notice with the absence that exhausts their NYS Paid Sick Leave.
Part-time employee standards: Employees with three absences, not including NYS Paid Sick Leave, in the past twelve months will receive a written final notice with the absence that exhausts their NYS Paid Sick Leave.
Per Diem and New Employee's within their 90-day Orientation Period employee standards: Employees with two absences, not including NYS Paid Sick Leave, in the past twelve months will receive a written final notice with the absence that exhausts their NYS Paid Sick Leave.
An excused absence is defined as an absence that is:
Covered by AIM policy and/or NY Paid Sick Leave Law
PTO requested by the employee with proper and timely notice to their supervisor, AND
Approved by the manager in advance, except in the case of a qualifying Family Medical Leave or other job-protected leave where the need for leave is unforeseeable.
Examples of excused absences include properly scheduled and approved paid time off (PTO) scheduled in advance in accordance with the PTO Policy and New York State Paid Sick Leave. PTO can be used for a variety of reasons, including but not limited to an employee’s vacation time, personal business or appointments, religious holidays (not covered by the agency’s paid holidays), or other personal reasons. An employee will NOT be subject to discipline for an excused absence.
An unexcused absence is defined as an absence where an employee:
Fails to call in to report their absence.
Fails to follow the applicable call-in procedure, failing to provide notice as soon as