Attendance Management

Employer Attendance Management Programs are intended to enforce regular attendance and to reduce sick leave usage on workers.

What is absenteeism?

Innocent absenteeism is caused by illness, injury or other causes beyond the worker’s control. This is called non-culpable.

Culpable absenteeism is within the control of the worker. It is the improper use of sick leave, tardy or absent without authorization.

The Corporation of Delta assesses attendance on a quarterly basis. Human Resources provides departmental standards of absence based on sick leave with pay (hours), sick leave without pay (hours), family leave (hours), and ICBC leave (hours), Hours are calculated into “days lost’ per year. WCB will also be tracked.

Workers with absences exceeding the departmental standard, showing a marked change from previous attendance profiles, is excessive or threatens to become excessive or shows a pattern of trend of absences will be identified as “Cause for Concern”.

There are two levels in the attendance management process, the informal and the formal.

Informal Meeting means there is no documentation in the worker’s file in the first meeting. The second meeting while still considered informal results in a follow-up letter and documentation in the worker’s file. This is only to be at the manager and supervisory level, no Human Resources representatives.

Formal Attendance Meetings result when no improvement is seen during the informal process. At this level Human Resources and CUPE representatives are in attendance. Formal letters are issued to the worker. There are four formal meetings at the fifth meeting the worker will be given a Last Chance Letter. The sixth meeting is a termination meeting.

Your union wants to know if you are at the “Informal Meeting” stage. Please contact your Steward, Executive or the Union Office. All information is confidential.

Corporation of Delta Memorandum October 19, 2012

Human Resources Policies and Procedures Policy A-5 Attendance Management and Support Program