practicable, failing to provide required advance notice for a foreseeable absence, or leaving work early without required approval. Employees must follow any role-specific call-in timeframe communicated by AIM. These requirements do not apply when notice is not practicable or when a different notice standard applies under New York Paid Sick Leave, FMLA, approved accommodation, or another legally protected leave.

• Fails to give the required advance notice for an absence which could have been anticipated; (e.g., paid time off for personal days, vacation days, or to attend scheduled medical appointments); or
• Leaves early without prior management approval.
• ○Leaving early with management/supervisor approval, such as “overstaffed – not needed”, “office closing early”, is not considered an absence.
• ○Leaving early without management/supervisor's prior approval is considered an unapproved absence for tracking purposes. Supervisors who are responsible for maintaining certain staffing levels to ensure people's safety and care, have the discretion to deny requests to leave early. (This does not of course pertain to instances when the employee cannot continue working because of illness or injury.) Leaving early and leaving people in an unsafe situation will result in a disciplinary action up to and including termination.

Timely notice means:

In the case of PTO, the employee requests such time off at least 24 hours in advance and the request is approved by their supervisor. Where an illness or injury renders an employee unable to request paid time off 24 hours in advance, the employee must call to report the unforeseeable sick day in accordance with the call-in procedure set forth above.

In the case of PTO for vacation purposes, that the employee requests such time off 2 weeks in advance to assist with scheduling, but at a minimum requests 24 hours (in rare instances) in advance of the start of the employee's scheduled start time and the request is approved by their supervisor.

In the case of Family Medical Leave that the employee requests such leave 30 days in advance where the need for the leave is foreseeable, and where the need for leave is not foreseeable that the employee give as much notice as is practicable under the circumstances and comply with AIM’s call-in procedure set forth above. See Family Medical Leave policy.

In the case of other leave entitlements, prompt notice should be given in accordance with AIM policies.

In the case of an absence “in compliance with an exchange in shift” with prior management approval, an employee must give as much advance notice as is possible.

• Tardiness is defined as arriving 15 minutes after the scheduled starting time. This is looked at as a “grace period” for those rare occasions when an employee is delayed and should not be interpreted as permission to arrive up to 15 minutes late. Tardiness greater than 15 minutes will count as a 1/3 call in - not approved by manager as a scheduled vacation/personal day. Leaving early without prior management/supervisor approval will be considered an absence – and count as a 1/3 call in. Leaving early or arriving late and not working at least half of the employee’s scheduled shift will result in a fully unexcused call-in.

Job Abandonment: An employee who does not report to work or provide required notice for three consecutive scheduled workdays may be considered to have abandoned their position. Human Resources