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The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

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Attendance is the backbone of any successful organization. It ensures productivity, efficiency, and continuity in operations. An employee attendance policy is a guideline for regulating and managing employee attendance effectively.

The primary purpose of this policy is to establish clear expectations regarding attendance and punctuality, promote accountability, and ensure fairness and consistency in managing attendance-related matters.

What is the employee attendance policy?

An employee attendance policy outlines the expectations and guidelines regarding employees' attendance at work. It typically includes rules for reporting absences, requesting time off, consequences for excessive absences, and procedures for documenting attendance.

What is the HCA employee attendance policy?

The HCA (Healthcare Corporation of America) employee attendance policy may vary depending on the organization's guidelines. Typically, it would include similar components as a general attendance policy but tailored to the healthcare industry's needs and regulations.

What is the employee attendance rule?

An employee attendance rule refers to a specific guideline or regulation that employees are expected to follow within an attendance policy. This could include requirements such as notifying a supervisor of absences, adhering to scheduled work hours, or providing documentation for medical leave.

What is an example of an employee attendance policy?

An example of an employee attendance policy could include provisions such as:

  • All employees are expected to arrive on time for their scheduled shifts.
  • Employees must notify their supervisor at least [X] hours in advance if they cannot report to work.
  • Excessive absenteeism, defined as [X] occurrences within a [time period], may result in disciplinary action, up to and including termination.
  • Requests for time off must be submitted [X] days in advance, except in cases of emergency or illness.
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What are the policies for attendance?

Attendance policies typically cover various aspects, including:

  • Reporting procedures for absences or tardiness
  • Consequences for violating attendance rules
  • Procedures for requesting time off
  • Definitions of excused and unexcused absences
  • Documentation requirements for medical or family leave
  • Processes for addressing excessive absenteeism

How do you set employee attendance?

Setting employee attendance involves establishing clear expectations and guidelines within an attendance policy, communicating these expectations to employees, and consistently enforcing the policy. This may include implementing attendance tracking systems, providing policy training, and addressing violations promptly and fairly.

Can the employers count FMLA leave against the employee attendance point policy?

Generally, employers cannot count FMLA (Family and Medical Leave Act) leave against an employee attendance point policy. The FMLA provides eligible employees up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. Employers must comply with FMLA regulations, which typically prohibit penalizing employees for taking FMLA leave.

What are the expectations around employee attendance?

The expectations for employee attendance are as follows:

  • Definition of punctuality and attendance: Punctuality refers to arriving at work or scheduled events on time, while attendance encompasses being present and engaged during designated work hours.
  • Explanation of regular attendance requirements: Employees are expected to maintain regular attendance per their scheduled work hours, except in cases of approved leave or unavoidable circumstances.
  • Importance of notifying supervisors in case of absence or tardiness: Employees must inform their supervisors promptly if they cannot report to work on time or are absent due to unforeseen circumstances.
  • Clarification of acceptable reasons for absence or tardiness: Acceptable reasons for absence or tardiness may include illness, personal emergencies, family obligations, or approved time off.
  • Consequences for repeated tardiness or absences without notification: Repeated tardiness or unexcused absences may result in disciplinary action, up to and including termination, as outlined in the organization's disciplinary policy.

Do employee attendance policies need to be in writing?

Yes, employee attendance policies should be in writing. A written policy ensures clarity and consistency in enforcement, helps protect both employees' and employers' rights, and serves as a reference point for resolving disputes or misunderstandings.

What are the reporting procedures?

The reporting procedures for employee attendance are:

  • Procedures for notifying supervisors of absences or tardiness: To report absences or tardiness, employees must follow designated procedures, such as calling their supervisor or submitting an absence notification through the company's communication channels.
  • Explanation of documentation requirements for absences: As per company policy, employees may be required to provide appropriate documentation, such as a doctor's note, for medical absences.
  • Outline of the process for requesting time off in advance: Following the organization's established procedures, employees should submit requests for planned time off in advance to allow for proper scheduling and coverage.
  • Clarification of procedures for medical or emergency leave: Procedures for requesting medical or emergency leave should be clearly outlined, including any documentation requirements and the process for obtaining approval.

How to set up attendance monitoring and tracking?

To set up attendance monitoring and tracking effectively, you need to do the following:

  • Explanation of how attendance will be monitored and recorded: Attendance may be tracked through various methods, such as timekeeping systems, attendance registers, or electronic logging systems.
  • Discussion of tools or systems used for attendance tracking: The organization may utilize software or technology to facilitate accurate attendance tracking and reporting.
  • Responsibilities of supervisors in monitoring attendance: Supervisors are responsible for monitoring and addressing attendance issues within their teams, ensuring compliance with the attendance policy.
  • Frequency of attendance reviews and evaluations: Regular reviews of attendance records may be conducted to identify trends, address concerns, and provide employee feedback.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

How to make flexible work arrangements?

To make flexible work arrangements, you need to do the following:

  • Explanation of any flexible work arrangements available: The organization may offer flexible work arrangements, such as telecommuting or flexible scheduling, to accommodate employee needs and promote work-life balance.
  • Process for requesting flexible work arrangements: Employees should follow established procedures for requesting and obtaining approval for flexible work arrangements.
  • Guidelines for maintaining attendance expectations while on flexible work arrangements: Employees on flexible work arrangements must adhere to attendance expectations and fulfill their work responsibilities as outlined in their agreements.
  • Flexibility policies regarding remote work or alternative work schedules: Policies regarding remote work or alternative schedules should be clearly defined, addressing expectations, communication protocols, and performance standards.

How to set up attendance incentives and recognitions?

To set up an attendance incentive and recognition, you need to:

  • Overview of incentives for good attendance: The organization may offer incentives, such as rewards or recognition, to employees with exemplary attendance records.
  • Explanation of any attendance recognition programs: Attendance recognition programs may include awards, certificates, or other acknowledgment forms for consistent attendance and punctuality.
  • Benefits of maintaining excellent attendance records: Maintaining excellent attendance records contributes to employee productivity, morale, and overall organizational success.
  • Promotion of a culture that values punctuality and attendance: Promoting a culture that values punctuality and attendance fosters a positive work environment and reinforces organizational expectations.

How to communicate and train the employees about attendance policies?

To train and share the attendance policy, one must do the following:

  • Communication plan for distributing the attendance policy: The attendance policy will be communicated to all employees through various channels, such as employee handbooks, orientation sessions, and the company intranet.
  • Training sessions for employees and supervisors on policy implementation: Training sessions will be conducted to educate employees and supervisors on the attendance policy, including procedures, expectations, and consequences.
  • Resources available for addressing questions or concerns about the policy: Employees and supervisors can access resources, such as HR representatives or policy documents, to address any questions or concerns about the attendance policy.
  • Importance of ongoing communication and reinforcement of policy guidelines: Ongoing communication and reinforcement of policy guidelines are essential to ensure understanding and compliance among employees and supervisors.

How to effectively set up policy reviews and updates?

To update the attendance policy, you must do the following:

  • Schedule for regular policy reviews and updates: The attendance policy will be reviewed and updated periodically to reflect changes in organizational needs, industry standards, or legal requirements.
  • Process for soliciting feedback from employees and supervisors: Feedback from employees and supervisors will be solicited during policy reviews to identify areas for improvement and ensure alignment with organizational objectives.
  • Criteria for evaluating the effectiveness of the attendance policy: The effectiveness of the attendance policy will be evaluated based on factors such as adherence to attendance expectations, impact on productivity, and employee satisfaction.
  • Flexibility to adapt the policy to changing organizational needs and external factors: The attendance policy will remain flexible to accommodate changing organizational needs and external factors, ensuring its continued relevance and effectiveness.

How to keep track of employee point attendance policies?

Keeping track of employee point attendance policies typically involves using attendance tracking systems or software. These systems can record employees' clock-in and clock-out times, track absences, calculate points or occurrences for attendance infractions, and generate reports for management review. Supervisors may manually track attendance using spreadsheets or other tools, but automated systems are often more efficient and accurate.

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