Common use of ATTENDANCE GUIDELINES Clause in Contracts

ATTENDANCE GUIDELINES. Section 1 – To maintain an efficient and productive work environment, PHSC expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on customers, other employees and PHSC. In instances when employees cannot avoid being late to work or are unable to work as scheduled, they must notify their supervisor at (▇▇▇) ▇▇▇-▇▇▇▇ as soon as possible in advance of the anticipated tardiness or absence, but not later than before the start of their scheduled shift. Employees are required to notify their supervisor of the specific reason for the tardiness or absence prior to the beginning of their scheduled shift. If the absence is due to a valid illness or other qualifying reason as defined in Oregon Paid Sick Leave, the employee shall notify the supervisor of the specific reason and estimated length of the absence. When the need to use Paid Time off is foreseeable, the employee shall provide notice to their supervisor as soon as practicable and shall make a reasonable effort to schedule the Paid Time Off in a manner that does not unduly disrupt the operations of the employer. The employee shall inform their supervisor of any change to the expected duration of the Paid Time Off as soon as is practicable. Section 2 – 3.0 points shall be assessed for each No-Call/No-Show. PHSC makes reasonable accommodation for qualified individuals with disabilities where it would not be an undue hardship. In some cases, it may be a reasonable accommodation to provide unpaid leave beyond that provided in this policy which would not be assessed but would be reviewed under the undue hardship standard. Such leaves shall not be of an indefinite duration. All other absences will be assessed at managements’ discretion. For each tardy or absence not due to protected leave status, the following point system shall apply: Each absence of a ½ hour or less shall be assessed .5 points. Absences of more than ½ hour but less than half a day shall be assessed 1 point. For absences of a full day, 2 points shall be assessed. For absences of more than a full day that fall on consecutive work days and are for the same illness, 2 points shall be assessed. Any absence on a scheduled work day before or after an approved vacation or Holiday begins shall be assessed 3 points. If during any consecutive twelve-month period, an employee’s total assessed points equal:

ATTENDANCE GUIDELINES. Section 1 – To maintain an efficient and productive work environment, PHSC expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on customers, other employees and PHSC. In instances when employees cannot avoid being late to work or are unable to work as scheduled, they must notify their supervisor at (▇▇▇) ▇▇▇-▇▇▇▇ as soon as possible in advance of the anticipated tardiness or absence, but not later than before the start of their scheduled shift. Employees are required to notify their supervisor of the specific reason for the tardiness or absence prior to the beginning of their scheduled shift. If the absence is due to a valid illness or other qualifying reason as defined in Oregon Paid Sick LeaveChapter 9.01.040 of the City of Portland, the employee shall notify the supervisor of the specific reason and estimated length of the absence. When the need to use Paid Time off is foreseeable, the employee shall provide notice to their supervisor prior to the beginning of their scheduled shift or as soon as practicable and shall make a reasonable effort to schedule the Paid Time Off in a manner that does not unduly disrupt the operations of the employer. The employee shall inform their supervisor of any change to the expected duration of the Paid Time Off as soon as is practicable. Section 2 – 3.0 points shall be assessed for each No-Call/No-Show. Vacations, holidays, pre- approved absences (including leave as a reasonable accommodation), leaves of absence including family medical leave, bereavement leave, jury duty, forces of nature affecting the majority of the work force, on the job injury, or leaves of a personal and compelling nature will be the only exceptions. PHSC makes reasonable accommodation for qualified individuals with disabilities where it would not be an undue hardship. In some cases, it may be a reasonable accommodation to provide unpaid leave beyond that provided in this policy which would not be assessed but would be reviewed under the undue hardship standard. Such leaves shall not be of an indefinite duration. All other absences will be assessed at managements’ discretion. For each tardy or absence not due to protected leave status, the following point system shall apply: Each absence of a ½ hour or less shall be assessed .5 points. Absences of more than ½ hour but less than half a day shall be assessed 1 point. For absences of a full day, 2 points shall be assessed. For absences of more than a full day that fall on consecutive work days and are for the same illness, 2 points shall be assessed. Any absence on a scheduled work day before or after an approved vacation or Holiday begins shall be assessed 3 points. If during any consecutive twelve-month period, an employee’s total assessed points equal:.