Absences: Guidelines & Terms for Employees - Essay Sample

Introduction

The absences section consists of a number of guidelines regarding various terms and conditions of work. As an employee in our company, you are expected to report to work daily because our main objective is to ensure all the set targets are achieved by the stipulated time. However, some circumstances cannot be avoided and can unexpectedly lead to us not reporting to work due to unavoidable circumstances. In case of these circumstances, as our employee, we will be glad to ensure that we help as much as we can to ensure that resume duty as soon as possible. More so, we believe in ensuring that our employees have the best working environment for proper working and productivity. Therefore, as a company, we will ensure that we give you some time to ensure that you attend to the urgent circumstances that might come up as you work in our company.

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However, before you qualify for leave, there are certain requirements that you must have accomplished as an employee in our company. Only those employees who will satisfy the board of management on the following requirement will be allowed to go for any of the required leave. Failure to satisfy the management on the required leave will lead to termination of the request and denial of the leave (Mason, 2017). It is also important to note that missing work without permission has a very severe punishment which includes deduction of the pay depending on the number of days one missed work. However, this also carries very seriously consequently such as self-termination of work. Therefore, all these guidelines must be followed by all employees in our company whenever a provision of leaves is concerned. In this section, we will enlighten you on how to navigate whenever a need to look for leave arises.

Working Hours

In this section, we will explain our routine and our day to day operations to ensure that you are conversant with the present provisions at work. Our company operates from 9 am to 7 pm on weekdays. However, you may report to work anytime between 9 am and 11 pm. This is mainly allowed but is mainly dependent on your team's needs. Some vital departments in our companies such as those dealing with customer support might be required to work for some extra time. So, if you work in these departments you will be required to work following a stipulated shift schedule.

For any employee to actually qualify for leave, one should have worked for the company for at least one year and has at least a total of 1250 working hours for the company. And has not been on recent leave in the last three months (Mason, 2017). Our company offers a variety of leaves that are specifically differentiated in their categories. The leave is classified depending on their nature and urgency. The holidays are also very important in our company where we allow our employees to have time to relax with their families. However, they are counted as leave. Nonetheless, any employee who decides to work during the holiday will receive holiday pay. Employees who wish to work during the holiday should notify the human resource manager three days prior to adequate planning and budgeting for the same (Mason, 2017).

Among the leave we offer as a company include; FMLA, medical leave, military leave, return to work, jury duty and other forms of paid leave. Each of these leaves will be discussed in detail in this section. FMLA is a kind of leave under the family and medical leave act. It includes up to 12 weeks of unpaid but job-protected leave per year. It also entails that their group health benefits are maintained during this period. FMLA is designated to help workers effectively balance work and family responsibilities. It allows them to take leave because of medical or family reasons. This type of leave also helps us as a company to offer equal job opportunities to both men and women. It helps in accommodating our legitimate interests as a company. FMLA leave helps one to take care of a family member with a serious health condition, also allows for birth and taking care of a newborn baby of a worker and it also allows for an employee to take a medical leave in the cases where one is unable to work due to a serious health condition. Employees who qualify for this type of leave must have worked for the company for at least 12 months and have more than 1250 working hours for the company.

Another type of leave includes medical leave. In our company, we offer one week of paid sick leave. But this also varies depending on the laws governing various states and countries which we follow (Drescher, den Bussche, & Desender, 2018). You can take sick leave to recover from injuries, mental issues, and short-term illnesses. However, employees are also advised to utilized their sick days to recover from contagious and highly infectious diseases to avoid spread to other employees. When sick, immediately notify your manager and send him or her a sick leave request. One can either work from home or partial day off, however, we encourage one to stay at home and fully recuperate. The company will occasionally require you to submit a physician's or any other medical certification. This will be done for insurance purposes in case you are not back within three days (Drescher et al. 2018).

Medical leave can either be under FMLA which is protected by the family and medical leave act. However, it can also not be protected by the medical act. However, medical leave acts to provide the employee with adequate time to seek medical attention. Another type of leave is military leave. This type of leave entails any time off provided to a staff who is members of the national guard that are called to active duty to attend scheduled training and other reserve services. One can get a military leave of 2.5 days months and can extend up to 60 days over a period of two years. Return to work means helping the injured employees in their recovery process and returning to work. Even though there is no guarantee to full payment while entitled to return to work. Though your employer can decide to pay you only for the days you work.

Jury duty is also another important aspect of one's job. An employee can be called upon to act as a member of the court. This can affect job attendance because once someone has been summoned to attend to court he must attend unless excused. A jury duty leave can either be paid or unpaid depending on the length or duration of the process. Every employer must give their employees a day off once they have been summoned to attend to a jury. It is very important to note that every citizen is obliged to attend to a jury duty once summoned and it is important for them to give a day off or leave to attend to the duty. Failure to do so can cause very severe punishment to both the employer and the employee.

According to Tougba (2016) job abandonment is referred to when an employee is absent from work consecutively without giving prior notice. This can also be noted when the employee is absent from work and has not given any indication that they will return to that particular job. This particular unresponsiveness mainly results in involuntary termination of employment. Among the named leave, there a number of other leave that are classified under paid leave. This particular kind of leave will include; bereavement leave, parental leave, jury duty, and military leave. This leave is payable in full during those days when the employee was not present at work. The employer is obliged to pay the employee when in bereavement. Whenever an employee loses a close family member, they should be accorded adequate time to make adequate arrangements for the send-off of their loved one.

References

Drescher, L. H., Van den Bussche, E., & Desender, K. (2018). Absence without leave or leave without absence: Examining the interrelations among mind wandering, metacognition and cognitive control. PloS one, 13(2).

Mason, A. (2017). Appearance, Discrimination, and Reaction Qualifications. Journal of Political Philosophy, 25(1), 48-71.

Meyer, J. P. (Ed.). (2016). Handbook of employee commitment. Edward Elgar Publishing.

Toubga, H. (2016). EMPLOYEE HANDBOOK. Policy.