HR No Show Policy

HR No Show Policy

Purpose: This No Show Policy establishes the company standard for employee attendance notifications, defines a "no show" event, outlines the documentation and reporting requirements, and explains disciplinary consequences up to and including termination of employment. This policy applies to all employees, including full-time, part-time, temporary, and contract workers, unless otherwise noted in a written employment agreement.

Scope and Applicability

Scope: This policy applies to attendance for scheduled shifts, start times for remote work where scheduled, and approved paid or unpaid leave periods. Employees who fail to report for scheduled work without prior authorization or timely notification will be handled under this policy.

Definitions

No Show: An employee is considered a "no show" when the employee fails to report for a scheduled shift and does not provide notification to their supervisor or the designated contact within the required notice period. Notification that is late, incomplete, or does not follow the procedures below may be treated as a no show at management's discretion.

Late Notice: Notification received less than before the scheduled start time will be considered late notice and may be treated as a no show depending on operational needs.

Notification Procedure

Employees must contact their direct supervisor or the designated attendance line as soon as practicable and no later than the required notice period prior to the scheduled shift. Notification must include the expected duration of the absence and the reason. Managers will confirm receipt of notification; failure to receive such confirmation may result in the absence being recorded as a no show.

Documentation and Reporting

Managers must document all no show events in the employee's personnel file within of the event and notify Human Resources. Documentation should include date of the event, attempts to contact the employee, employee explanation (if any), and disciplinary action taken.

Progressive Discipline and Consequences

The company uses progressive discipline for attendance infractions unless the circumstances warrant immediate termination. Typical actions for unexcused no show events are:

• First documented no show: Written warning.
• Second documented no show within a rolling : Final written warning.
• Third documented no show within the rolling period: Termination of employment.

Management retains discretion to deviate from the outlined steps where facts warrant, including immediate termination for abandonment of position or circumstances indicating an intent not to return.

Exceptions, Accommodations, and Medical Leave

Exceptions: Documented approved leave (e.g., approved vacation, FMLA leave, jury duty) is not considered a no show. Medical emergencies and other documented emergencies will be handled on a case-by-case basis.

Reasonable Accommodation: Employees who require accommodations due to disability or medical conditions must contact Human Resources to request accommodation. Until an accommodation is approved, attendance expectations remain in effect.

Rehire and Recordkeeping

Employees separated for no show events may be subject to rehire restrictions. Personnel records relating to no show events and resulting disciplinary actions will be maintained in accordance with company record retention policies and applicable law.

Manager and HR Responsibilities

Managers: Ensure employees are aware of scheduling and notification procedures, attempt timely contact with absent employees, document incidents, and consult Human Resources prior to termination decisions resulting from no show events.

Human Resources: Review no show documentation, advise on legal compliance, evaluate accommodation requests, and approve termination actions where required.

Legal Disclosures

At-Will Employment: Unless otherwise specified in a written agreement signed by an authorized company representative, employment with the company is at-will. Either the employee or the company may terminate the employment relationship at any time, with or without cause or advance notice.

Equal Opportunity: The company provides equal employment opportunity to all employees and applicants without regard to protected characteristics and will apply this policy to attendance practices and disciplinary actions.

Acknowledgment and Authorizations

I acknowledge that I have received, read, and understand the terms of the No Show Policy. I understand my responsibilities under the policy and that violations may result in disciplinary action up to and including termination of employment.

I authorize the company to verify my employment records and to contact prior employers for the purpose of confirming attendance, disciplinary history, and other work-related information as permitted by law.

I acknowledge that I have read and understand the No Show Policy.

I authorize the company to contact prior employers and to conduct background or attendance-related verifications as permitted by law.

Employee Information

Position Information

Reporting Manager:

Start Date:

Full-time Part-time Temporary/Seasonal

Employment History (most recent)

Education

References

Exceptions / Additional Comments

HR Contact (for accommodations or questions)

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