However, we don't recommend that you put your policy in writing and give it to your employees, unless you have a large number of employees and absences have historically been a significant problem in your business. By putting a policy in writing, you can unwittingly create a contract between you and your employees. On the other hand, a formal, detailed policy that addresses absences, tardiness, failure to call in, and leaving early can serve to prevent misconceptions about acceptable behavior, inconsistent discipline, complaints of favoritism, morale problems , and charges of illegal discrimination. General statements that excessive absenteeism will be a cause for discipline may be insufficient and may lead to problems. Traditional absenteeism policies distinguish between excused and unexcused absences.
Unexcused absences can result in progressive discipline.
You do not require or inquire as to a reason. The no-fault system is easier to administer, but some employees may believe that the system is not flexible enough. Kaye's employer has a traditional absenteeism policy and is allotted five sick days per year and 10 vacation days. Kaye missed 12 days between September and December because she caught the flu twice and her baby-sitter quit without notice. In a traditional absenteeism policy, Kaye's first five absences would have been counted as sick days.