Attendance, punctuality, and dependability

Purpose

The purpose of this Policy is to provide expectations and guidelines which define acceptable attendance, punctuality, and dependability expectations for all University employees.

Policy

Because Lynn University depends heavily upon its employees, it is important that employees attend work as scheduled. Dependability, attendance, punctuality, and a commitment to do the job right are essential at all times. As such, employees are expected at work on all scheduled workdays and during all scheduled work hours and to report to work on time. An employee is considered late if they report for work later than the scheduled time to report. Chronic absenteeism or tardiness will not be tolerated and will result in discipline, up to and including termination.

Any employee who expects to be absent or late to work for purposes other than illness must secure supervisor’s approval in advance. Moreover, an employee must notify their supervisor or designee as far in advance as possible, but not later than one hour before scheduled starting time if the employee expects to be late or absent. This Policy applies for each day of absence.

An employee who fails to contact their immediate supervisor or Employee Services may be considered as having voluntarily resigned. Failure to report absences may cause an employee to forfeit sick leave pay to which the employee might otherwise be entitled under the University’s Absence Due To Illness Policy. Any employee that is absent for one day without contacting their supervisor may be deemed to have abandoned the position may be considered for voluntary resignation and may not be eligible for rehire.

A record of absenteeism and lateness should be kept by the employee’s supervisor and becomes part of the personnel record. A supervisor’s failure to keep such record does not excuse an employee’s unexcused absenteeism and lateness. To the extent permitted by law, absenteeism and lateness lessen an employee’s chances for advancement and may result in disciplinary action up to and including termination of employment.

Definitions

Not applicable.

Procedures/Guidelines

Not applicable.

To learn more about this policy or the supporting procedures, please contact Employee Services.

Policy updated on: Oct. 24, 2018