Triennial Attendance Policy

TRIENNIAL ATTENDANCE POLICY

Personal Information

Position Information

Policy Overview

Purpose: This Triennial Attendance Policy establishes the standard for measuring, documenting, and addressing employee attendance over a rolling three-year period. The policy applies to all regular employees and is intended to promote consistent attendance while accommodating lawful leaves and reasonable accommodations.

Definitions

"Triennial Review Period" means the three-year rolling timeframe used to calculate attendance occurrences. The Triennial Review Period begins on the Effective Date below and continues on a rolling basis, such that any absence older than three years is excluded from the current calculation.

"Excused Absence" means an absence covered by approved leave (such as documented medical leave, jury duty, bereavement when applicable, or other employer-approved leave). "Unexcused Absence" means an absence for which required notification or supporting documentation was not provided, or which does not meet the criteria for an Excused Absence.

Attendance Measurement and Review

The employer will measure attendance events within a rolling three-year period. Each qualifying absence is assigned a weighting in accordance with the company's attendance schedule. The employer will count occurrences if an absence falls within the Triennial Review Period at the time of review.

Effective Date:

Absence Categories and Required Documentation

a) Routine short-term absences (less than three consecutive workdays) will be recorded as occurrences unless timely notice is provided and approved by management. Documentation may be required for repeated short-term absences.

b) Medical absences of three or more consecutive workdays require medical certification. The company will treat certified medical leave as an Excused Absence and will integrate such leave with applicable leave policies.

Progressive Discipline Based on Triennial Review

The company will apply progressive corrective action based on the number and pattern of occurrences within the Triennial Review Period. Corrective actions include written counseling, final written warning, suspension, and termination. The employer retains discretion to bypass progressive steps for severe or egregious conduct.

Leaves, Reasonable Accommodation, and Integration

Leaves protected by statute or company policy (e.g., family or medical leave, disability leave) will be integrated into the attendance record. Where an employee requests a reasonable accommodation for a disability, the employer will engage in an interactive process. If a reasonable accommodation modifies the application of this policy, such modification will be documented and retained in the employee's personnel file.

Reporting and Documentation Procedures

Employees must notify their reporting manager as soon as practicable but no later than the start of the scheduled workday unless impossible. Failure to follow the notification procedure may result in the absence being recorded as unexcused.

Notification method:

Recordkeeping and Confidentiality

Attendance records, medical documentation, and accommodation records will be maintained by Human Resources in a confidential manner in accordance with applicable law. Access is restricted to those with a legitimate business need.

Appeals

Employees may appeal an attendance determination by submitting a written request to Human Resources within five business days of receiving notice. The appeal must state the basis for reversal and include any supporting documentation.

Roles and Responsibilities

Managers are responsible for monitoring attendance, counseling employees, documenting occurrences, and consulting Human Resources before initiating corrective action. Human Resources is responsible for maintaining records, applying the Triennial Review, and ensuring consistent application of this policy.

Employment History (For HR Record)

Provide the two most recent employers. If none, indicate "N/A".

Education

References

Provide three professional references who can attest to your reliability and work performance.

Legal Disclosures

At-Will Employment: Employment with the company is at-will, which means either the employee or the employer may terminate the employment relationship at any time, with or without cause or advance notice, subject only to applicable law and any written agreement to the contrary.

Equal Opportunity: The company provides equal employment opportunities to all employees and applicants without regard to protected characteristics. Attendance decisions and corrective actions will be applied consistently and in compliance with applicable law.

Authorization and Consent

Authorization to Contact: I authorize the company to contact previous employers and references for purposes of verifying employment history and assessing attendance and reliability as necessary to administer this policy.

Authorization for Background Checks: Where permitted by law and job-related, the company may conduct background checks relevant to employment and attendance concerns. Consent to a background check may be required as a condition of continued employment for certain positions.

Employee Certification and Acknowledgment

I certify that the information provided in this form and in support of my personnel record is true and complete to the best of my knowledge. I acknowledge that I have received, read, and understand the Triennial Attendance Policy and that I have had the opportunity to ask questions regarding its application.

I understand that compliance with notification procedures, documentation requirements, and the interactive process for accommodations is required. I further understand that violations of this policy may result in corrective action up to and including termination.

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