EmployEE Handbook - Marymount University

Professional
Conduct
Unscheduled Absence
and Lateness
The efficient operation of the University depends upon
each employee conscientiously reporting to work on all
scheduled work days. Chronic or habitual absence will
be considered excessive absenteeism. The University
will consider an employee excessively absent and
subject to disciplinary action under the following
specified conditions.
Absenteeism may be considered excessive when
an employee is absent on regularly scheduled work
days on a frequent basis, or when he/she engages in a
pattern of absenteeism (e.g., Fridays and Mondays),
whether or not such absences are considered to
be excused or unexcused. Absentee criteria are
conditioned on the number of hours an employee is
regularly scheduled to work each week and on the
employee’s normally scheduled days off.
Supervisors are authorized to request medical
certification for unscheduled sick leave taken
immediately prior to or following an official holiday.
Supervisors must request medical certification for
scheduled or unscheduled sick leave that extends for
more than three consecutive workdays.
It is understood that circumstances often beyond the
individual’s control will occasionally cause tardiness.
Occasional, isolated instances of tardiness will not
seriously affect the efficient operation of a department.
However, excessive or chronic lateness can be a
serious problem and will be addressed through the
Progressive Disciplinary process.
If the department head determines that an employee’s
continued excessive absence or tardiness warrants
suspension or dismissal, the matter will be reviewed
with the Executive Director, Human Resource Services
prior to pursuing disciplinary action.
New employees with a record of at least one absent
or tardy day a month will be considered excessively
absent or tardy and can be terminated within the
introductory period.
36