The document outlines an attendance policy for a workplace. It defines absenteeism and discusses its causes. The policy differentiates between excused and unexcused absences and describes acceptable reasons for each. It identifies goals of the policy as reducing absenteeism and maintaining engagement. The policy assigns responsibilities to directors, managers, and employees. It describes disciplinary steps that may be taken for unauthorized absences and notes the benefits of the policy as increased punctuality, productivity, and optimal use of resources.

1. Attendance Policy

2. Purpose of Attendance policy
• The purpose of the attendance policy is to reduce
absenteeism in the workplace thereby implement and
enforce an attendance policy.

3. What’s Absenteeism?
• Absenteeism may be defined as when employees are not
showing up at work due to reasons like Tardiness etc. It does
not include holidays, leave or any emergency situations.

4. Causes of absenteeism
• Poor working conditions
• No job satisfaction
• Boredom
• Poor supervision
• Stress
• Personal Problems

5. Types of absence
Constant – When it is repeated frequently
Short absence- Absence for 1-2 days
Long absence – Absence for more then 2 consecutive weeks

6. Goals of Attendance Policy
• Goals must be tangible
• Greater meaningful job, greater motivation to regular work
• Real time expectation from employees
• To keep employees engaged

7. Ways to curb Absenteeism
• Change of Management Style
• Change in working conditions
• Give incentive to employees
• Develop an attendance Policy

8. Difference between excused and Non excused
absence
Unexcused absence Excused absence
An unexcused absence is an
absence that has not been
authorised by an employee
supervisor. In some cases, an
unexcused absence may be due to
the result of an unavoidable
circumstance such as death or a
sudden illness. In other cases, the
reason for absence is personal.
The attendance policy
Must clearly define the acceptable
reason for the unexcused absence.
In case of excused absence, an
employee has received advanced
permission from the immediate
manager to not to be at work.
Reasons do vary however it
includes funeral, scheduled
surgery etc. The absence policy
must list the reason for which a
person may request an excused
absence and the reason for doing
so.

9. Good Attendance
• The Employee is reporting for work consistently
• Punctual with entry and exit time’
• Staying at work during working hours
• Break taken only in the assigned timeline
• Proper approval has taken in the case being absent or late
• Absent or Late only for valid reasons.

10. Responsibilities
• Directors responsibilities:
• Defining the work schedule for employees basis the business
demands.
• To determine whether the employee or immediate manager
are complying with policy or not.
• Taking corrective action as and when required.
• Employee responsibility:
• To follow the attendance policy of the company religiously.
• Getting approval from Immediate supervisor for the leaves,
tardiness or any other deviation from the normal routine.

11. Continue...
• Managers responsibility: ‘
• The most important responsibility of the manager is to
monitor its employee attendance.
• In case any employee is coming late to the office on regular
basis a meeting can be arranged with the employee to discuss
the issue faced by an employee.
• Options like flexible hours, work from home etc. can be given
to employees for helping them to manage work-life balance.
• If there are issues related to mental health of employee which
result in absenteeism, help team member to meet the mental
health professional.
• HR can be approached in case there is any disciplinary issue
against an employee.

12. Disciplinary action
• Steps to handle unauthorised absence from work:
• It is the responsibility of the manager to deal with the employee absence
and it varies from manager to manager. Forex. an employee who is absent
for a single day will be dealt with differently than someone who is absent
on a regular basis.
• Step 1: One should first make to have a contact with the employee on
his/her regular absence.
• Step 2: If an employee is not contactable through any source in such case
a letter to be written to the employee asking the reason for an absence.
• Step 3: Letter must notify the employee that absence is causing disruption
in the normal working of the employee so the disciplinary action would be
taken against the employee in absence of any response from employees
end.
•

13. Further steps for disciplinary action
• Step 4: Letter is generally sent in a way that manager gets s
copy from the employee which is duly signed by the
employee.
• Step 5: This and all other attempts to contact the employee
should be recorded as a matter of attendance policy in offices.
• Step 6: Discuss the issue with the employee on their return.
• Step 7: If the reasons for absence are valid, in such
circumstances the leave although unauthorised might be seen
to be acceptable and steps can be taken to help employee
report absence properly in future.

14. Benefits of Attendance policy
• Makes employee punctual
• Increase productivity
• Reduced absenteeism
• Major attendance issues can be identified
• Best use of skilled resource