Tips and info

Disappearing act: How to handle absenteeism and tardiness

June 2006

Absenteeism and tardiness are not automatic grounds for disqualifying an employee from receiving unemployment benefits. There are guidelines that should be followed to establish misconduct when an employee is discharged for absenteeism or tardiness.

Reporting

Disregard for procedures or failure to call in (to an employer)may constitute misconduct regardless of the reason for absence or lateness. (For example, an employee may allege illness, but this will usually not excuse a no call/no show.)

Documentation

Maintain absence or tardiness records
Document the reasons given by the employee and and any related infractions (e.g., failure to produce required medical documentation.)

Disciplinary action

Consider work rules and policies when initiating disciplinary action. Warnings should be documented and reviewed with employees. Be aware that state agencies may view a delay in discipline as toleration for the employee conduct. This may lead to the employee qualifying for unemployment. Advice on last warning? The last warning should state that future tardiness or unauthorized absence may lead to further disciplinary action which may include termination.

Final incident

This must be an incident of conduct or behavior that is within the employee's control. (If an employee is ill, follows company policy, and provides medical documentation, there is no misconduct despite warnings.)

Point System

Many employers use a "point" system to manage employee absences. These systems provide a substantially simplified way to handle employee absences, but remember the requirement about the final incident. The final incident must be beyond the employeeís control. So former employees frequently collect benefits even if their absences justify dismissal under a point system.