Attendance Policy
We are revolutionizing the way people of all skin types care for their skin by making cutting edge laser technology safe, effective, and affordable. We cannot achieve this without you. Reporting to work on time, working the shift as scheduled, and leaving at the scheduled time is an essential function of the job. Reliability, is key to achieving the Skin Laundry experience.
Employees are expected to be clocked in, in a fit condition and ready to work at their scheduled starting time for every period they are scheduled to work. Work activity should commence at the scheduled starting time and continue until the normal designated stopping times for breaks, meals, or the end of work. Exceptions are made only with approval (Clinic Manager and/or Lead RN).
Your attendance has a direct impact on your team, It is the policy of Skin Laundry to establish reasonable and necessary controls to ensure adequate attendance and to meet organizational business needs. The Attendance Policy provides latitude for those unexpected situations while creating clear expectations and accountability for Employees.
Call Out Procedure:
In the event of an Unscheduled Absence from an assigned work schedule, the employee is expected to notify the Lead RN and clinic manager of each and every day of such absence so it is accounted for. Employees are expected to provide notification at the earliest possible time but no later than two (2) hours before the start of their assigned shift.
When providing notification, the employee is not required to disclose any medical information. They are expected to state their general reason for the absence (i.e., own illness, ill family member, medical appointment, etc. or non-medical reasons such as lack of childcare, transportation, etc.). If the reason is to care for or accompany a family member the employee must provide the relationship of that person at the time of the call.
Leaving a message with a coworker is not sufficient notification unless the Manager has made that coworker his or her designee.
Having a friend or family member call in is not sufficient notification unless the employee is incapacitated.
A text message, flock message or email to a manager is not sufficient notification. Please call Lead RN and Clinic Manager and leave a voicemail if there is no answer.
Failure to properly report out each absence in accordance with this policy or providing a false reason for absence is considered an incident of misconduct.
Employees deemed to have an Excessive Unscheduled Absence record will be subject to corrective action, up to and including termination of employment (see Corrective Action Policy).
Attendance Definitions:
Tardy: You are expected to report to work on time as you are scheduled and be prepared to begin your shift at time of clock in. You are required to clock in and out on time for your meal breaks and rest periods.
Leave Early: Anytime you voluntarily leave work before the end of your scheduled shift without the approval of the Lead RN/ Clinic Manager.
Call Out: Unless your absence is covered by an applicable sick leave policy, when you are not able to report for your scheduled shift, please contact your Clinic Manager/Lead RN at least two (2) hours prior to your scheduled shift (See Call Out Procedure).
You must call out for each missed shift unless on an approved leave of absence.
No Call / No Show: If you do not report to work and do not call out within an hour after the start of your scheduled shift, the absence is considered a no call/no show. A no call/no show lasting three consecutive scheduled shifts may be a job abandonment which is considered a voluntary resignation.
A demonstrated pattern of Unscheduled Absence, whether or not the absences exceed the standards under this policy, may separately warrant corrective action.
Examples of absence patterns may include but are not limited to:
1. Absences on an assigned Friday, Saturday, Sunday and/or Monday or time before and/or after other assigned schedules.
2. Absences before and/or after a scheduled holiday or day off.
3. Instances of absence in conjunction with other desirable days off or to avoid particular work assignments or schedules.
4. Leaving the work area without prior approval at any time including before the end of the scheduled shift or prior to the break or meal period.
Management reserves the right to require an employee to submit a healthcare provider’s certification or other documentation regarding an absence (NY state reserves the right to ask for medical documentation):
1. If the Unscheduled Absence is deemed excessive.
2. If the employee has a pattern of Unscheduled Absences.
3. If the employee requested time off, was denied, and then called out ill.
4. If the manager has good cause to question the reason for absence.
Failure to provide appropriate documentation as determined by the employer or law may result in corrective action.
1. The statement, "The patient has been or is under my care” alone does not qualify as confirmation. The statement must indicate that the employee was seen and is/was unable to work, including identification of the dates unable to work.
2. Unscheduled Absences regardless of pay status are counted for attendance/tardiness monitoring purposes unless protected by local, state or federal law
Attendance Point Accrual
Tardy |
1/2 point |
Leave Early |
1/2 point |
Sick Call Out |
0 points* |
Sick Call Out |
1 point** |
No Call / No Show (NC/NS) |
6 points and Written Warning |
*If there is available sick time
**After sick time or approved leave has been exhausted
Corrective Action Policy
Less than 2 points |
No Action Taken |
2 - 3 1/2 points |
Verbal Discussion |
4 - 5 1/2 points |
Verbal Warning |
6 - 7 1/2 points |
Written Warning |
8 or more points |
Review for Termination |
Your attendance runs on a six (6) month rolling period. Points adding up to two (2) or more will result in the appropriate warning. The rolling calendar year begins on the date of the 1st occurrence.
Examples of Rolling Calendar Year:
If an Employee accrues two (2) points on January 1 and accrues no further points for six months, the two (2) points will roll off on July 1 and the Employee will have zero (0) points as of that date.
If an Employee accrues two (2) points on January 1 and accrues another point on March 1, the two (2) points will roll off on July 1, leaving them with one (1) point that will roll off on September 1.
Excused Absences:
Any approved absences, including, but not limited to personal leave, medical leave, Workers Compensation leave, military leave, bereavement, and jury duty will not be counted against your attendance record.