Henderson Employee Handbook

1. Unless the employee’s supervisor had given prior approval, any employee reporting for work (clocking or signing in) after his or her scheduled starting time or not reporting to their pre-shift meeting on time may be charged with an unexcused tardy. (NOTE: Five (5) minutes past one’s scheduled starting time will be considered tardy.) 2. A tardy may also be assessed if an employee does not return on time to their work area after breaks. 3. Any employee reporting for work (clocking or signing in) more than one hour after his or her scheduled starting time without advance approval may, at the option of the supervisor, may be sent home for the day and charged with an unexcused absence. 4. Generally, any absence with prior written approval of management will be treated as excused. 5. Any employee who will be tardy or absent from work due to circumstances beyond his or her control, such as personal illness or injury, should give his or her supervisor (or other designated management official) at least two (2) hours notice prior to the employee’s scheduled reporting time. Failure to provide such notice may cause the absence or tardiness to be treated as unexcused, depending upon the circumstance of each case, or may result in a policy violation. 6. Any employee reporting that he or she expects to be tardy must tell his or her supervisor (or other designated management official) the expected time of arrival. Similarly, when an employee reports that he or she will be absent, the employee must give an expected date of return, but must still call in each day they are absent. Daily notification is required except in the case of extended treatment for a severe illness beyond one (1) week, hospitalization or other approved leave of absence. In the event of an extended illness or injury, the employee must notify the Human Resources Department of his/her status at least once weekly, or as otherwise directed by management. Failure to take the preceding steps may result in disciplinary action. 7. Absences may be excused at the employee’s request if they can be substantiated with a doctor’s note/statement covering the timeframe the employee was absent from work. Any substantiation must be presented to Human Resources within 48-hours of the employee’s return. Failure to provide substantiation within 48-hours may result in the absence(s) being counted as unexcused. 8. Absence from work due to incarceration in jail or prison may be treated as an unexcused absence. Each day of absence due to any such detainment will be treated as a separate occurrence. 9. Excessive excused absence or tardiness may result in disciplinary action, depending upon the circumstances of each case. The Company defines excessive excused absences as five (5) absences in a 6-month period or when these absences become a disruption to the workforce. The Company defines excessive excused tardiness as three (3) tardies in a 6-month period or when they become a disruption to the workforce. Where appropriate, employees with an excessive number of excused absences may be required to take a leave of absence. This rule does not apply to any absences or tardies covered by any legally protected leave.

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Updated: 03/08/2022 Effective: 01/01/2025