{"id":2564,"date":"2022-01-24T09:31:12","date_gmt":"2022-01-24T14:31:12","guid":{"rendered":"https:\/\/blissbook.com\/blog\/?p=2564"},"modified":"2022-04-04T13:12:49","modified_gmt":"2022-04-04T17:12:49","slug":"creating-an-attendance-policy","status":"publish","type":"post","link":"https:\/\/blissbook.com\/blog\/creating-an-attendance-policy\/","title":{"rendered":"Creating an Attendance Policy"},"content":{"rendered":"\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p>When creating your company\u2019s policy related to attendance and punctuality, you\u2019ll want to consider several things. With the increased opportunity to work from home in recent years, it\u2019s important to define how the policies apply to all employees \u2014 whether in the office or remote.&nbsp;In addition to outlining the policy and how it will be enforced, it\u2019s essential that you tell employees <strong><em>why<\/em><\/strong> you have the policy in the first place.&nbsp;<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/blissbook.com\/blog\/wp-content\/uploads\/2022\/03\/attendance.png\"><img loading=\"lazy\" decoding=\"async\" width=\"168\" height=\"192\" src=\"https:\/\/blissbook.com\/blog\/wp-content\/uploads\/2022\/03\/attendance.png\" alt=\"\" class=\"wp-image-2664\"\/><\/a><\/figure>\n<\/div>\n<\/div>\n\n\n\n<!--more-->\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Key points to include<\/strong><\/h2>\n\n\n\n<p>As with every policy, it\u2019s critical to clearly outline key definitions related to attendance and punctuality. For example:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Excused vs. unexcused absences<\/li><li>How you define \u201clate\u201d<\/li><li>What is considered an early departure?<\/li><li>Do the same rules apply when returning from meal or rest periods?&nbsp;<\/li><\/ul>\n\n\n\n<p>After providing clear definitions that will inform the policy, it\u2019s time to explain how you will handle issues with employee attendance and\/or punctuality. Some things to consider:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>At office vs. telecommuting<\/li><li>What procedures should an employee follow for excused absences?<\/li><li>If an employee is running late or will be unexpectedly absent, describe the notification process.&nbsp;<\/li><li>How will tardiness and\/or absences be handled?<\/li><li>Explain the disciplinary policy (e.g. verbal warning, points system, etc.).<\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Why it matters<\/strong><\/h2>\n\n\n\n<p>Once you\u2019ve developed the policy information and procedures, pause and think about the motivation behind the policy. If you can articulate why the policy is helpful \u2014 rather than simply provide a list of things-not-to-do \u2014 the employee is more likely to understand that the policy is actually in their best interest. Though we\u2019ve included this part after the must-haves, it\u2019s best to <strong><em>START<\/em><\/strong> the policy with the \u201cwhy\u201d that supports it so your employee has a better idea of why it exists in the first place.&nbsp;&nbsp;<\/p>\n\n\n\n<p>For example, to highlight the benefit of the policy related to attendance and punctuality\/tardiness, you might say:<\/p>\n\n\n\n<p><em>It is important that you are ready to start work on time each day. As with any team effort, it takes cooperation and commitment from everyone. When you are unexpectedly absent or tardy, this can unfairly burden other employees and disrupt business operations. So we are best equipped to handle your lateness and\/or absence, follow the policy below.<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What\u2019s trending<\/strong><\/h2>\n\n\n\n<p>Flex time has become increasingly popular as a means to retain and attract talent, especially in the remote work culture. Flexible working arrangements allow employees to choose their own start and end times, creating an environment that helps prevent stress and burnout. If your company opts to offer flex time, that policy should clearly outline expectations. Many companies begin with a trial period to ensure it\u2019s a good fit for the employee and role.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Additional notes<\/strong><\/h2>\n\n\n\n<p>Refer to related policies when possible. This might include linking to:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Sick policies<\/li><li><a href=\"https:\/\/blissbook.com\/blog\/creating-a-paid-time-off-pto-policy\/\" data-type=\"post\" data-id=\"2647\" target=\"_blank\" rel=\"noreferrer noopener\">Paid time off<\/a><\/li><li>Remote work<\/li><\/ul>\n\n\n\n<p><strong>While you\u2019re perfecting your handbook, check out some other Blissbook content focused on policy creation:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><a href=\"https:\/\/blissbook.com\/how-to-write-policies-procedures\">How to Write Policies &amp; Procedures<\/a><\/li><li><a href=\"https:\/\/blissbook.com\/how-to-write-a-culture-first-employee-handbook\">How to Write a Culture-First Employee Handbook<\/a><\/li><\/ul>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>When creating your company\u2019s policy related to attendance and punctuality, you\u2019ll want to consider several things. With the increased opportunity to work from home in recent years, it\u2019s important to define how the policies apply to all employees \u2014 whether in the office or remote.&nbsp;In addition to outlining the policy and how it will be [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":2674,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4,25,47,26],"tags":[],"class_list":["post-2564","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-company-culture","category-employee-handbooks","category-handbook-content","category-policy-management"],"_links":{"self":[{"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/posts\/2564","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/comments?post=2564"}],"version-history":[{"count":10,"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/posts\/2564\/revisions"}],"predecessor-version":[{"id":2702,"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/posts\/2564\/revisions\/2702"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/media\/2674"}],"wp:attachment":[{"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/media?parent=2564"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/categories?post=2564"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/tags?post=2564"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}