Employee Attendance policy
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All employees are expected to work the entire session for which they are hired to work.
Leave Requests- This form is used any time the employee is requesting to be off. Administrative staff must receive this form at least five business days in advance for approval to be considered. Leave requests received without five days notice will be denied. The instructor in charge AND the Supervisormust sign this form and then submit to office. An Employee’s approval is final when the employee receives the signed copy of the leave request from management. Extended leave requests during programming sessions cannot be accommodated. Extended Vacation requests must be submitted at least one month in advance. Taking a leave without approval will lead to disciplinary action up to and including termination.
Reporting for Duty- Employees must be in uniform and signed in when they begin their day. If you are unable to report on time you must call the main office and your Program coordinator. Any time you report late for work you are failing to follow your daily work schedule and will be reprimanded for being tardy. If you fail to notify anyone you will be marked Absent Without Leave (AWOL).
Calling in Sick - Anyone taking a sick day must call their Program Coordinator Immediately. The Program Coordinator will then notify Administration.
Fitness for Duty - If anyone suspects an employee of being under the influence of alcohol or drugs they are required to report it to Management immediately. Management will determine if the employee needs to go for testing.
Emergency Suspension- Management may determine that an employee needs to be emergency suspended for the safety of the public and /or the employee. The employee will be instructed at that time what steps to take.
Discipline- Infractions of policies and procedures by an employee should be submitted in the form of a written narrative. The narrative should include as much detail as possible: who, what, when, where, how. The narrative should be signed and dated. Management will determine the level of discipline. If a reprimand is given to an employee, it must be signed and returned. If an employee refuses to sign a reprimand, they may write a rebuttal. The rebuttal must be signed and dated. The reprimand and rebuttal will be returned to Management.
All employees are expected to work the entire session for which they are hired to work.
Leave Requests- This form is used any time the employee is requesting to be off. Administrative staff must receive this form at least five business days in advance for approval to be considered. Leave requests received without five days notice will be denied. The instructor in charge AND the Supervisormust sign this form and then submit to office. An Employee’s approval is final when the employee receives the signed copy of the leave request from management. Extended leave requests during programming sessions cannot be accommodated. Extended Vacation requests must be submitted at least one month in advance. Taking a leave without approval will lead to disciplinary action up to and including termination.
Reporting for Duty- Employees must be in uniform and signed in when they begin their day. If you are unable to report on time you must call the main office and your Program coordinator. Any time you report late for work you are failing to follow your daily work schedule and will be reprimanded for being tardy. If you fail to notify anyone you will be marked Absent Without Leave (AWOL).
Calling in Sick - Anyone taking a sick day must call their Program Coordinator Immediately. The Program Coordinator will then notify Administration.
Fitness for Duty - If anyone suspects an employee of being under the influence of alcohol or drugs they are required to report it to Management immediately. Management will determine if the employee needs to go for testing.
Emergency Suspension- Management may determine that an employee needs to be emergency suspended for the safety of the public and /or the employee. The employee will be instructed at that time what steps to take.
Discipline- Infractions of policies and procedures by an employee should be submitted in the form of a written narrative. The narrative should include as much detail as possible: who, what, when, where, how. The narrative should be signed and dated. Management will determine the level of discipline. If a reprimand is given to an employee, it must be signed and returned. If an employee refuses to sign a reprimand, they may write a rebuttal. The rebuttal must be signed and dated. The reprimand and rebuttal will be returned to Management.
