HTML Preview Time And Attendance Policy page number 1.
DHHS
Policy on Employee
Time and Attendance
Revision Date:
August 1", 2015
Effective Date:
August I,2OI5
Signature:
Courtney N. Phillips, MPA
Chief Executive Director
Department
of
Health and Human Services
IR
Purpose:
To
provide
consistent
guidelines
for handling and
monitoring employee time
and
attendance issues.
Policv:
The
ability of
DHHS
to carry out the
mission
of
Helping People
Live Better Lives is
severely
impacted when
employees demonstrate unreliable
attendance.
Regular and
predictable
attendance is an
essential
function of every
job.
Emplovee Expectations:
.
To report for duty
as
scheduled;
.
To adhere to call-in
procedures
and contact the designated
person
to report
their
unscheduled absence or tardiness
within
guidelines
established
by their
supervisor, department, work unit, or facility;
o
To
provide
an acceptable
reason for their absence or tardy
and indicate the time
or
date
they expect to return to work; and
.
To
provide
additional
substantiating documentation
for their absence,
when
requested. Additional information and/or medical
documentation
may be
requested:
o
when
an employee
is absent for
a
medical or dental
appointment
o
when
abuse
of sick leave is suspected
o to substantiate the appropriate use of any
type of
leave
benefit
o when the employee's
absence exceeds three consecutive
days
When
employees
are required to submit
medical documentation to
substantiate the use
of
leave,
such
documentation
should
be furnished by the
attending
physician
or other
attending
practitioner
who is
performing
within
the scope
of
his
or
her
practice.
The
documentation should
provide
information sufficient to support
that the
employee's use
of leave meets one or more of
the conditions for leave usage
described
in
the
applicable
Labor Contract or Classified System Personnel
Rules and
Regulations. Supervisors
may
accept substantiation other
than medical documentation
if they believe
it supports
approval
of
the leave request.
Any
absence
from work
that
has not been approved by
a supervisor, or
designee
will
be
considered to be unexcused and
may be subject to informal corrective
or
formal
disciplinary
action.
(Supervisors
will need to use discretion
when
extenuating
circumstances exist and will need to determine
if
the
absence
is
excused
or unexcused.)