La Palma Correctional Center
Attendance ~~~~~.?..!~~.i2~~! Guideline~~~
1('7/tz.._
Purpose:
La Palma Correctional Center recognizes and follows all applicable CCA polic"es to include
CCA Policy 3-5-2 (Paid Time Off) and 3-8 (Leave of Absence). The Attendan e Accountability
Guidelines are not designed to usurp these policies, but is designed to provide g idance to all
employees of our expectations in regards to attendance. Staff who are unable to meet the below
stated expectations of attendance standards will be subject to corrective action t ough the PSN
process, cited in CCA Policy 3-3 (Code of Conduct). The purpose ofthis docu ent is to provide
you with the same guidelines used by your supervisor when measuring your pe formance. These
guidelines will replace the current Dependability Plan Guidelines.
Expectation:
You were hired to perform an important function. As with any group effort, operating
effectively takes cooperation and commitment from everyone. Therefore attendance and
punctuality are very important. Absences and lateness are expensive, disru tive, and place a
burden on your fellow employees and supervisors.
We expect good attendance from all CCA employees. Excessive unexcuse absenteeism or
tardiness is cause for disciplinary action up to and including termination.
team member, to avoid these problems whenever possible.
We do recognize, however, there are times when absences and tardiness cannot e avoided. In
such cases, you are expected to notify your supervisor as early as possible, but t a minimum no
less than two (2) hours in advance ofthe start of your shift/work schedule. Exc ptions to the two
(2) hour call-in time will be considered and approved by the Warden/Facility A ministrator or, at
the FSC, the manager of the employee's department only in situations where th appropriate
manager is satisfied that circumstances beyond the employee's control caused t e inability to
timely call-in. Unless physically unable to call, the report of absence or tardy ust be reported
by you directly. You are required to call every day that you are absent, unless y ur absence is
for a defined extended period of time which has been documented in advance w th the Human
Resource Department.
Definitions:
• Unexcused Tardy (for non-exempt employee): any punch into Krono at least four (4)
minutes after the set scheduled work time without prior approval o the employee's
supervisor or designee.
• Unexcused Tardy (for exempt employee): any arrival for work after he set scheduled
work time without prior approval of the employee's supervisor or desig e.
• Unexcused Absence: any absence not provided under any ofCCA's p "d or unpaid leave
policies or which is taken inconsistent with those policies, including t e required notice
and approval procedures (Example: If a staff member is denied a PTO ay yet chooses to
not work that day and is not able to provide a verifiable justified reaso for the absence,
then it is unexcused). A single unexcused absence warrants a PSN.
• Unscheduled absence: Employee does not report to duty as schedule and calls his/her
supervisor a minimum of two (2) hours prior to the assigned duty time. Employee is able
to reasonably justify the reason for the absence and receives approval or the absence by
the supervisor.
• Excessive unscheduled absences: Excessive unscheduled absences e absences that,
although the employee may have followed policy guidelines in reporti g an absence, the
number of absences over a period of time make that employee unreli le and unable to
properly fulfill his/her duties in an acceptable manner. Simply put this is a performance
issue. If you are missing excessive days, you cannot be depended on ( xamples include:
1. An established pattern of calling off work in conjunction wit RDOs; and 2.
Exhausting earned PTO time requiring approval for LWOP or going int Negative PTO).
• Failure to follow call in procedures: Failure of an employee to call i their absence or
tardy to their supervisor as early as possible but at a minimum within o 2 hours of the
start of their assigned work schedule.
• No call/no show: Failure of an employee to call in their absence prior to the start of the
start of their shift.
• Unexcused Early Exit: Failure of an employee to remain at work fort eir entire shift or
scheduled time without prior approval of their supervisor.
Unacceptable Attendance Practices:
Each CCA employee is subject to progressive discipline in the event that their nscheduled
absence from work rises to the level of what is deemed excessive or unexcused. For purpose of
measuring excessive absences, up to three days taken consecutively will equal o e occasion or
event (Note: An employee who is absent three days due to illness will be requir d to bring in a
clearance from his/her medical provider prior to returning to work).
1. Three (3) occasions of an unscheduled absence within a 90-day period. he employee's
record shall be reviewed to determine contributing problems and possibl corrective
action. Employee may receive a verbal warning. Annotate Verbal Warn ng on back of
attendance card.
2. Five (5) occasions of an unscheduled absence within 180 days. The
employee's record shall be reviewed to determine contributing problems and possible
corrective action. Employee may receive a written reprimand or suspens on based on past
performance issues and subject to a needs improvement on performance ppraisal. I
I
I
l
3. Seven (7) occasions of an unscheduled absence within a twelve (12) m nth period. The
employee's record shall be reviewed to determine contributing problem and possible
corrective action. Employee may receive a multi-day suspension and su ~ect to
unsatisfactory performance appraisal.
4. Beyond seven (7) occasions of unscheduled absence within a twelve (1 ) month period
may result in recommendation of termination.
5. Two (2) Tardies of greater than four (4) minutes will equal one absence when considering
excessive absenteeism.
6. Any NCNS will result in a PSN for first occasion. A recommendation o suspension,
multi-day suspension up to termination depending on past performance issues. Three
consecutive NCNS will result in a recommendation of termination due o job
abandonment.
7. An unexcused absence may result in a PSN on first occasion. A recom endation of
written reprimand, suspension, multi-day suspension up to termination epending on past
performance issues.
8. Failure to maintain a satisfactory attendance record beyond the initial u satisfactory
performance appraisal shall result in a review with the employee and s ~ect the
employee to disciplinary action up to and including termination.
Analysis of Absenteeism: In reviewing an employee's absenteeism, a supervi or shall always
consider the following criteria: (1) number of occasions; (2) pattern of absence ; (3) employees
prior record; (4) any extenuating circumstances; (5) Balance ofPTO time (Is t is person unable
to maintain a positive PTO balance due excessive absenteeism.
Analysis of Tardiness: Tardiness shall be monitored and reviewed in the sam manner as
absenteeism with the same standards and progressive disciplinary sanctions. A 1tardiness issues
shall also be reviewed with the following criteria: (1) number of occasions; (2) pattern of
tardiness; (3) employees prior record; (4) any extenuating circumstances.
