Attendance Policy
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Effective Date:
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November 2025
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Focus Group:
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All Home Office Employees
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Purpose:
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To promote reliability, consistency, and professionalism by establishing clear expectations for attendance and punctuality. Regular attendance ensures operational efficiency and supports teamwork across the organization.
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Guidelines:
1. Attendance Expectations
Employees are expected to:
Integrated Safeguard:
2. Excessive Absenteeism or Tardiness
Patterns of excessive absenteeism, frequent tardiness, or failure to follow call-in procedures may result in disciplinary action, up to and including termination.
Examples of concerns may include:
3. No-Call/No-Show
Failure to report for a scheduled shift and failure to notify a supervisor may result in disciplinary action, including termination on the first occurrence depending on severity.
An employee who fails to report to work and fails to communicate with their supervisor for three consecutive scheduled workdays will be considered to have voluntarily resigned from employment due to job abandonment.
Integrated Safeguard:
4. Documentation Requirements
Supervisors must maintain accurate attendance records, including:
5. Professional Responsibility
GOI values teamwork and stewardship of time. Consistent attendance supports colleagues, ensures ministry continuity, and reflects organizational integrity.
Faith-Based Commitment
GOI seeks to balance accountability with grace. Employees are encouraged to communicate openly about circumstances affecting attendance so that support, accommodation, or guidance can be provided as appropriate.
Employees are expected to:
- Arrive on time,
- Be ready to work at the start of their scheduled shift, and
- Work their scheduled hours unless alternative arrangements have been approved.
Integrated Safeguard:
- Supervisors must apply attendance expectations fairly and consistently, and should document all attendance-related conversations to prevent confusion or claims of unequal treatment.
2. Excessive Absenteeism or Tardiness
Patterns of excessive absenteeism, frequent tardiness, or failure to follow call-in procedures may result in disciplinary action, up to and including termination.
Examples of concerns may include:
- Repeated late arrivals,
- Frequent unscheduled absences,
- Partial-day absences that impact workflow.
- Supervisors should consult HR to determine whether absences may qualify for ADA, FMLA, pregnancy accommodations, or other legally protected leave before issuing discipline.
- Employees should be encouraged to communicate early if they anticipate ongoing attendance challenges.
3. No-Call/No-Show
Failure to report for a scheduled shift and failure to notify a supervisor may result in disciplinary action, including termination on the first occurrence depending on severity.
An employee who fails to report to work and fails to communicate with their supervisor for three consecutive scheduled workdays will be considered to have voluntarily resigned from employment due to job abandonment.
Integrated Safeguard:
- Supervisors must attempt contact before classifying an absence as job abandonment to avoid misunderstandings, medical emergencies, or legally protected leave situations.
- HR must confirm the three-day rule is applied consistently across all departments.
4. Documentation Requirements
Supervisors must maintain accurate attendance records, including:
- Dates and times of tardiness or absence
- Employee call-in attempts
- Notes from discussions or corrective actions
- Clear documentation protects both the employee and the organization and reduces the risk of wrongful termination claims.
5. Professional Responsibility
GOI values teamwork and stewardship of time. Consistent attendance supports colleagues, ensures ministry continuity, and reflects organizational integrity.
Faith-Based Commitment
GOI seeks to balance accountability with grace. Employees are encouraged to communicate openly about circumstances affecting attendance so that support, accommodation, or guidance can be provided as appropriate.