This policy has been designed to provide attendance standards for all staff and outlines the appropriate procedures to follow for scheduled and unscheduled absences.
Scheduled absences: Time away from work which is scheduled and approved in advance by the staff member’s supervisor. This includes but is not limited to paid time off (PTO), jury duty, military leave, bereavement and sick leave used for health care provider appointments.
Unscheduled absences: Time away from work which is not scheduled and approved in advance by the staff member’s supervisor. This includes but is not limited to unscheduled sick leave and/or leaving the workplace before the end of the scheduled work day.
Lateness: Not being in the workplace and ready to work by the start of the staff member’s regularly scheduled work day.
Staff members are expected to be in the workplace and ready to work at the start of their scheduled work day. If a staff member is unable to report to work by the designated start time, the staff member must contact the supervisor prior to the start of the scheduled work day.
All scheduled time off should be requested and approved in advance by the staff member’s immediate supervisor. Supervisors should determine and communicate to staff how much advance notice they require. All scheduled time off requests must be entered into Workday. After the staff member enters the request into Workday, Workday automatically routes the request to the next approval level(s).
Unscheduled time off must also be requested in Workday. Although the request cannot be entered into Workday in advance, the staff member should enter it as soon as possible. If the staff member is unable to do so, his/her supervisor may enter the time off request into Workday on behalf of the staff member.
The staff member's immediate supervisor maintains the discretion to approve or deny time off requests (e.g., PTO) based on the business and operational needs of the unit. Requests for time off for reasons that are addressed in other University policy (e.g., Sick Leave Accrued, Jury Duty, Bereavement, etc.) shall be considered in accordance with those policies, as applicable.
Staff members covered by collective bargaining agreements should refer to the appropriate contract article.