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Attendance/Tardiness

Employees are expected to be regular in attendance and to be punctual. If employees are absent, their workload must be performed by others, just as they must assume the workload of others who are absent. To limit problems caused by absence or tardiness of employees, we have adopted the following policy that applies to absences not previously approved by the Company.

Employees are expected to report to work as scheduled, be on time and be prepared to start work. Employees are also expected to remain at work for their entire work schedule, except for meal or break periods, or when required to leave on authorized Company business or otherwise authorized to leave. Nonapproved late arrivals, early departures or other absences from scheduled hours should be avoided.

All employees who switch their normally scheduled work day with another employee are required to notify their supervisor immediately and must receive approval from their supervisor prior to switching their scheduled work day or time. For employees who are approved for a switched schedule, the employees are still required to show up at the new, approved scheduled date and time in accordance with this attendance and punctuality policy.

If employees are unable to report for work on any particular day, they must call their supervisor at least two (2) hours, or as soon as practical thereafter, before the time the employee is scheduled to begin working for that day. If your supervisor is not available, you must personally notify your supervisor’s superior or Human Resources. The Company may inquire about the general reason for an absence or tardiness. Unless extenuating circumstances exist, employees must call in on each and every day they are scheduled to work but will not report to work.

An “absence” is any time an employee is scheduled to work and does not report for work. This includes any day not at work during the normal workweek, or on a scheduled overtime day.

Tardiness is when an employee fails to work the complete, regularly scheduled workday, unless otherwise directed by the supervisor. This includes arriving at the work area after starting time, returning late from meal or rest periods, or leaving work before the scheduled end of the workday.

Short term and frequent absences, including tardiness, constitute an unsatisfactory attendance record. The same is true of recurring absences or of absences that consistently fall on a Friday or Monday. Excessive absenteeism or tardiness may result in disciplinary action up to and including termination of employment, unless the absence or tardiness is legally protected. The following types of time off will not be considered grounds for disciplinary action under this policy:

1. Excused time off, including paid time off (“PTO”);

2. Sick leave provided under a mandatory sick leave law;

3. Approved leaves of absence, including jury duty leave, military leave, leave

4. protected under the Family and Medical Leave Act or similar state laws, and time

5. off or leave provided under the Americans with Disabilities Act or similar state

6. laws; and/or

7. Time off due to a work-related injury that is covered by workers’ compensation.

Each situation of absenteeism or tardiness will be evaluated on a case-by-case basis. Even one (1) unexcused absence or tardiness may be considered excessive, depending upon the circumstances. However, the Company will not subject employees to disciplinary action or retaliation for an absence or for tardiness that is legally protected. If the employee believes that his or her absence or lateness to work is legally protected, the employee should notify his or her manager of this fact at the time of the absence or tardiness. Employees will not be required to reveal the nature of any underlying medical condition. If an employee believes he or she has been mistakenly subject to disciplinary action for an absence or for tardiness that the employee believes is legally protected, the employee should promptly discuss the matter with his or her supervisor or Human Resources. Absent extraordinary circumstances or a legally protected reason, if employees fail to report for work without any notification to their supervisor and their absence continues for a period of two (2) or more days, the Company will consider that the employee has abandoned and voluntarily terminated his or her employment.

Requesting PTO

To request paid time off, please log into Kronos and submit a “time off request.” Once your request is approved (typically within 24 hours), you will receive an email verification.

Make-Up Time

The Company allows the use of make-up time when non-exempt employees need time off to tend to personal obligations. Make-up time worked will not be paid at an overtime rate.

Employees’ use of make-up time under this policy is completely voluntary. The Company does not encourage, solicit or require employees to request or use make-up time.

Employees may take time off and then make up the time later in the same workweek or may work extra hours earlier in the workweek to make up for time that will be taken off later in the workweek.

Make-up time requests for eligible non-exempt employees must be submitted in writing to your supervisor, with your signature, on the form provided by the Company. The Company reserves the right, in its sole discretion, to deny a request for make-up time and requests will be considered for approval based on the legitimate business needs of the Company at the time the request is submitted. A separate written request is required for each occasion that you request make-up time.

If you request time off which you will make up later in the week, you must submit your request at least twenty-four (24) hours in advance of the desired time off. If you request to work make-up time first in order to take time off later in the week, you must submit your request at least twenty-four (24) hours before working the make-up time. Your make-up time request must be approved in writing before you take the requested time off or work make-up time, whichever is first.

All make-up time must be worked in the same workweek as the time taken off. The Company’s seven (7) day workweek is Sunday through Saturday. Employees may not work more than eleven (11) hours in a day or forty (40) hours in a workweek as a result of making up time would be lost due to a personal obligation.

Any employee’s use of make-up time is completely voluntary and subject to the Company’s approval in its sole discretion. The Company does not encourage, discourage or solicit the use of make-up time.

Kronos

You are required to login to Kronos when you start your shift, start and end lunch, and leave for the day. If you forget to login please let your supervisor know and they will edit your time on their end in Kronos.

Lunches

Employees should refer to the applicable state-specific supplement for additional information regarding meal and rest breaks required under state law. If an employee works in a state where there are no applicable meal or rest break requirements, the Company will provide break time as appropriate, subject to operational needs and supervisor discretion. The Company does not contract to provide such break time in these states. Meal breaks lasting thirty (30) minutes or more are not considered “hours worked” for purposes of federal law and will not be paid for nonexempt employees. Employees must be completely relieved from work duties during any unpaid meal break. Nonexempt employees must record the beginning and ending time of their meal breaks each day on their time records.

Team Meetings

One Friday of every month the Client Services team has a team meeting to go over the latest news not only for the team, but the company as well. This is also an opportunity for team members to raise concerns or questions about the department, company, etc. Attendance to the team meetings is mandatory.

Dress Policy

We have a business casual dress policy.  We want all of our employees to work comfortably in the workplace. Yet, we still need our employees to project a professional image for our customers, potential employees and other tenants in the building. Clothing that works well for the beach, yard, dance clubs, yoga, sports contests and the gym may not be appropriate for a professional appearance at work. Because all casual clothing is not suitable for the office, hopefully the attached guidelines and this email will help you determine what is appropriate to wear to work.

Jeans and Slacks

Jeans and slacks are appropriate.  Both should be clean without holes and not torn.  Shorts are allowed but they must not be more than 2 inches above the knees. Sweatpants, exercise pants, short shorts and any spandex or other form-fitting pants such as people wear for biking are not acceptable.

Dresses and Skirts

Casual dresses and skirts that are the appropriate length are acceptable. Again, they must not be more than 2 inches above the knees.  Spaghetti-strap dresses and low cut dresses are not acceptable.

Shirts, Tops, Blouses

Casual shirts, dress shirts, sweaters, tops, golf shirts are acceptable attire. Inappropriate attire for work includes tank tops, halter tops, midriff tops, low-cut tops and shirts with potentially offensive words, terms, logos, pictures, cartoons, or slogans.  Sport team, university and fashion brand names on clothing are generally acceptable.

Hats

Hats are not appropriate in the office.  This includes baseball caps and knit hats.

Included in the Employee Handbook is the Business Casual Dress Policy.  I have attached a copy of the policy. It includes a general list of appropriate business casual attire.  Items that are not appropriate for the office are listed, too.  Neither list is all-inclusive.  

No dress code can cover all contingencies so employees must exert a certain amount of judgment in their choice of clothing to wear to work.  If you experience uncertainty about acceptable, professional business casual attire for work, please don't hesitate to stop by my office and ask.  We want all of our employees to be comfortable but still project a professional, business image.

*Provided from Internet Brands Employee Handbook. Please reference for more details.