Definition - Attendance: The act or fact of attending (being present at) work. Also, is used to define the number of persons present at work.
Examples - Attendance: Rob had a wonderful work attendance record; he rarely missed a day. The attendance on first shift averaged only 75 percent on Mondays.
Definition - Attendance Policy: The guidelines and expectations for employee attendance at work as defined, written, disseminated, and implemented by an organization.
Also Known As: Attendance policy is sometimes used interchangeably with absenteeism policy. My view is that an attendance policy is much more narrowly defined and limited to attendance, as opposed to absenteeism policies which address absenteeism management issues and more.
Sample - Attendance Policy: No-Fault Point System: The goal of this attendance policy is to reward good attendance and eliminate people with poor attendance.
It uses a point system, and does not excuse or unexcuse absences.
* Each absence = 1 point(no multi-day occurrences)
* Each late in (tardy) or early out = 1/2 point
* Each no-show for work = 2 points
* Each return with no prior call = 1 point
* Each absence-free quarter eliminates all points and rewards the employee with a day off with pay.
* Each employee starts fresh, with no points, each year.
Disciplinary Action:
* 7 points = verbal warning
* 8 points = written warning
* 9 points = 3 day suspension
* 10 points = termination
Source: About.com
From India, Gurgaon
660Examples - Attendance: Rob had a wonderful work attendance record; he rarely missed a day. The attendance on first shift averaged only 75 percent on Mondays.
Definition - Attendance Policy: The guidelines and expectations for employee attendance at work as defined, written, disseminated, and implemented by an organization.
Also Known As: Attendance policy is sometimes used interchangeably with absenteeism policy. My view is that an attendance policy is much more narrowly defined and limited to attendance, as opposed to absenteeism policies which address absenteeism management issues and more.
Sample - Attendance Policy: No-Fault Point System: The goal of this attendance policy is to reward good attendance and eliminate people with poor attendance.
It uses a point system, and does not excuse or unexcuse absences.
* Each absence = 1 point(no multi-day occurrences)
* Each late in (tardy) or early out = 1/2 point
* Each no-show for work = 2 points
* Each return with no prior call = 1 point
* Each absence-free quarter eliminates all points and rewards the employee with a day off with pay.
* Each employee starts fresh, with no points, each year.
Disciplinary Action:
* 7 points = verbal warning
* 8 points = written warning
* 9 points = 3 day suspension
* 10 points = termination
Source: About.com
From India, Gurgaon
Hi!
Work Attendance is the reason why people apply for employment and are hired by the company. The employee promises to report for work (for a number of hours per day) in exchange for a salary. This is the essence of the employer-employee relationship. The employee works, the company pays. NO WORK, NO PAY! Less work, less pay!
The employment contract must make it clear to the employee that the company is hiring him to work, and not to take a rest, vacation, and other forms of leave. The employee must understand that absence from work is a violation of the essence or spirit of the employment relationship and contract.
When the very essence or spirit of the employment relationship is volated, then the contract is breached. When a contract is breached, then it can be rescinded or thrown away. The employment relationship between the employee and the company ceases to exist.
Things in the workplaces, however, has changed. Thanks (?) to labor laws and HR practitioners. Labor laws, Labor Codes, Employee Handbooks, Code of Ethics/ Discipline, have made the words "leaves, absences, tardiness, undertime, AWOL, flextimes, etc." came into being.
Unfortunately, perhaps without knowing it, they have "distorted" the true meaning and spirit of the employment relationship, in the guise of benefits, improvement in labor relations, and improvement of working conditions.
Today, people can be paid even without working. People can come to work for less than the agreed number of hours they have promised to work. People can recover their tardiness and get full pay for the day by working the same length of time after the official work hours. People can avoid "disciplinary action" by making it sure that they don't breach the limits provided for their undertime, their tardiness, and even their AWOLs.
Today, many productive hours of the HR manager is wasted in managing
these distortions of the employment relationship. Organizations can even get sued for illegal dismissal when they attempt to break employment relationships with employees engaged in massive "absenteeism".
Best wishes!
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Work Attendance is the reason why people apply for employment and are hired by the company. The employee promises to report for work (for a number of hours per day) in exchange for a salary. This is the essence of the employer-employee relationship. The employee works, the company pays. NO WORK, NO PAY! Less work, less pay!
The employment contract must make it clear to the employee that the company is hiring him to work, and not to take a rest, vacation, and other forms of leave. The employee must understand that absence from work is a violation of the essence or spirit of the employment relationship and contract.
When the very essence or spirit of the employment relationship is volated, then the contract is breached. When a contract is breached, then it can be rescinded or thrown away. The employment relationship between the employee and the company ceases to exist.
Things in the workplaces, however, has changed. Thanks (?) to labor laws and HR practitioners. Labor laws, Labor Codes, Employee Handbooks, Code of Ethics/ Discipline, have made the words "leaves, absences, tardiness, undertime, AWOL, flextimes, etc." came into being.
Unfortunately, perhaps without knowing it, they have "distorted" the true meaning and spirit of the employment relationship, in the guise of benefits, improvement in labor relations, and improvement of working conditions.
Today, people can be paid even without working. People can come to work for less than the agreed number of hours they have promised to work. People can recover their tardiness and get full pay for the day by working the same length of time after the official work hours. People can avoid "disciplinary action" by making it sure that they don't breach the limits provided for their undertime, their tardiness, and even their AWOLs.
Today, many productive hours of the HR manager is wasted in managing
these distortions of the employment relationship. Organizations can even get sued for illegal dismissal when they attempt to break employment relationships with employees engaged in massive "absenteeism".
Best wishes!
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
If anyone reading this has an attendance policy in place please email it to me at 
I am trying to general guidelines as to what is excessive tardiness, early outs, etc.
Hi!
I suggest you join the Policy Center for FREE corporate operating policies and manuals. The site is:
<http://finance.groups.yahoo.com/group/policy_center>
I think this matter has been covered by us in several policies and handbooks that my outfit (Emilla Consulting) has done before.
However, if you want specific and customized Attendance Policy, let me know so we can develop one for you, BUT for a FEE.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
I suggest you join the Policy Center for FREE corporate operating policies and manuals. The site is:
<http://finance.groups.yahoo.com/group/policy_center>
I think this matter has been covered by us in several policies and handbooks that my outfit (Emilla Consulting) has done before.
However, if you want specific and customized Attendance Policy, let me know so we can develop one for you, BUT for a FEE.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
:( A few quick thoughts on this jaundiced view of the working class.
First, examine your employment policies, practices, behaviour, pay and values.
Often employees not coming to work has more to do with the workplace than with the supposed laziness of employees. I suggest that you first start with a rigorous exploration of the above factors. Is the workplace safe, for example; is the work boring, repetitive and lacking in any intellectual or emotional stimulation; is the work well paid; is it conducive to team work and harmony; are employees given some control and encouraged to contribute ideas and suggestions??
These are just a few thoughts made on the run and there would be a range of other factors which could be considered in any analysis of workplaces. I also suggest a 'workplace climate' survey be undertaken to find out from the employees themselves think about this issue and to try to identify the reasons for not attending work (if not geuinely unwell).
In short people (generally) are not shirkers but they do need to feel worthwhile and be treated with courtesy, dignity and respect. If they are a whole new workplace beckons!
Bernard
First, examine your employment policies, practices, behaviour, pay and values.
Often employees not coming to work has more to do with the workplace than with the supposed laziness of employees. I suggest that you first start with a rigorous exploration of the above factors. Is the workplace safe, for example; is the work boring, repetitive and lacking in any intellectual or emotional stimulation; is the work well paid; is it conducive to team work and harmony; are employees given some control and encouraged to contribute ideas and suggestions??
These are just a few thoughts made on the run and there would be a range of other factors which could be considered in any analysis of workplaces. I also suggest a 'workplace climate' survey be undertaken to find out from the employees themselves think about this issue and to try to identify the reasons for not attending work (if not geuinely unwell).
In short people (generally) are not shirkers but they do need to feel worthwhile and be treated with courtesy, dignity and respect. If they are a whole new workplace beckons!
Bernard
My attendance policy is focussed on being an 'employer of choice' and making the workplace an attractive place to be. For example, well paid, treating all employees with courtesy, dignity and respect; encouraging excellence and innovation, encouraging teamwork, providing as much autonomy and control to employees as is safe and practicable having an employer mission and vision based on decent human values. It is also vital to have excellent recruitment and selection policies and practices which improve the odds of attracting and selecting excellent employees.
Good Luck
Bernard
Good Luck
Bernard
Good morning! I was wondering if you had any success in finding an attendance policy - I am also looking to make some changes at my employment and implement a new attendance policy. Any assistance you could give would be greatly appreciated.
You can contact me directly at
Thanks!!!!
Sherri D. Coffey
Director of Personnel & Safety
Stephens Pipe & Steel, LLC
PO Box 618
Russell Springs, Kentucky 42642
You can contact me directly at
Thanks!!!!
Sherri D. Coffey
Director of Personnel & Safety
Stephens Pipe & Steel, LLC
PO Box 618
Russell Springs, Kentucky 42642
You are close to scientific approach, but have you ever cared about the Humanistic Approach In India, People are told to work 8-9 Hrs, but only in documents, In reality They usually work for 13- 16 Hrs a day, No Social and Family Life, You cannot simply say More Work More Money.
Absentism is the close friend of dissatisfaction, and your own employee is dissatisfied with you is something that you think of.
Before you implement Attendence Policy, think how well you are manageing your Human Resources, If you are insisting your people to work for extra Hrs after their Duty is over (directly or indirectly)
Then your Attendence Policy can only take effect forcefully.
And if you implement your Attendence Policy Forcefully, then Future results can be dissatisfactory because no person can stay for a long time in this kind of situation
THE BEST EXAMPLE : CALL CENTERS IN INDIA
From India, New Delhi
Absentism is the close friend of dissatisfaction, and your own employee is dissatisfied with you is something that you think of.
Before you implement Attendence Policy, think how well you are manageing your Human Resources, If you are insisting your people to work for extra Hrs after their Duty is over (directly or indirectly)
Then your Attendence Policy can only take effect forcefully.
And if you implement your Attendence Policy Forcefully, then Future results can be dissatisfactory because no person can stay for a long time in this kind of situation
THE BEST EXAMPLE : CALL CENTERS IN INDIA
From India, New Delhi
Hi
On the subject of attendance, I am curious to know the tool that can be most effectively used. I work for an International NGO in Central Asia with a "post soviet" work environment!!! In my two years here I noticed that the signing of Daily Attendance sheets appeared to be a matter of choice. I spent the first year verbally requesting staff to sign, then for 6 months I had my assistant monitor it in writing. I finally cracked down a month ago by giving 1 week for staff to get their act together before i implemented a "Loss of Pay" if the attendance was not signed. Of course, this prompted some tardy managers to immediately comply but all hell broke loose and I was accused of being autocratic etc. etc. Today it is still a bone of contention among my staff.
Can anyone tell me what method I should follow and which is the most appropriate tool to use to monitor attendance?
Sylvia Francis
On the subject of attendance, I am curious to know the tool that can be most effectively used. I work for an International NGO in Central Asia with a "post soviet" work environment!!! In my two years here I noticed that the signing of Daily Attendance sheets appeared to be a matter of choice. I spent the first year verbally requesting staff to sign, then for 6 months I had my assistant monitor it in writing. I finally cracked down a month ago by giving 1 week for staff to get their act together before i implemented a "Loss of Pay" if the attendance was not signed. Of course, this prompted some tardy managers to immediately comply but all hell broke loose and I was accused of being autocratic etc. etc. Today it is still a bone of contention among my staff.
Can anyone tell me what method I should follow and which is the most appropriate tool to use to monitor attendance?
Sylvia Francis
Ask all of your employees to meet you sharp at 10:00 and say "Good Morning" , Just Joking :)
The best way is to have electronic cards that your employees use for loging themselves while coming to the office, this is the best method ( but techis are everywhere to do some fraud)
Don't Mind because I have no Mind, I have Brain
From India, New Delhi
The best way is to have electronic cards that your employees use for loging themselves while coming to the office, this is the best method ( but techis are everywhere to do some fraud)
Don't Mind because I have no Mind, I have Brain
From India, New Delhi
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LEAVE-ATTENDANC E POLICY.doc