• Leaves early without prior approval.

Timely notice means:

In the case of PTO, the employee requests such time off at least 24 hours in advance. Where an illness or injury renders an employee unable to request a 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, 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.

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 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 for three consecutive days and does not call in during that period is considered to have abandoned their job and will be referred to Human Resources and the Department Director for action, up to separation from employment.

III. DRESS CODE POLICY

Self-Direction Participants and their circles of support should exercise good discretion to determine appropriateness in appearance, which includes counseling self-hired employees whose appearance is inappropriate. Employees who do not meet a professional standard may be sent home unpaid to change. Repeated disregard for this dress code policy may result in disciplinary action up to and including termination of employment. The following guidelines will help to define acceptable attire.

Self-hired Direct Support Environment:

• Appropriate attire includes clothing that is safe and comfortable including jeans, leggings/sweatpants, shorts, polo shirts, t-shirts (without any offensive logos/pictures/sayings) and sweatshirts.
• With Tank-style shirts or dresses, bra straps must not be visible.
• Jewelry should be worn with discretion. AIM Services is not responsible for damaged or lost jewelry.
• The minimum length for skirts/dresses, skorts and shorts is mid-thigh.
• Shoes must be appropriate for the activity. Flip-flops and sandals should be worn only when appropriate.