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Policy
Each employee of PIC fills a vital role that is necessary to the functioning of the agency. Any absence of an employee from her or his assigned duties, therefore, hinders the whole organization. It is the policy of PIC that unavoidable employee absences be managed in such a way as to minimize disruptions of the organization.
Practice
- Unless notified otherwise, all employees must be working from the beginning of their assigned daily work hours until the end of their daily work hours except for scheduled breaks.
- PIC does not guarantee every employee a lunch or other short breaks on a regular basis. Each supervisor is responsible for scheduling any breaks, whether paid short breaks or unpaid lunch breaks, for their department. Any employee who abuses their authorized breaks by frequency or length may be subject to disciplinary action.
- If an employee knows she or he will miss all or part of their assigned daily work hours, they must discuss the situation with their supervisor as far ahead of time as possible.
- If an employee only becomes aware that they will miss all or part of their assigned daily work hours on the day of the absence, they must make every reasonable effort to contact her or his supervisor as far ahead of time as possible. The employee is expected to notify their supervisor of the date or time they expect to return to work.
An employee who is absent from work because of illness may be asked to provide a health care provider’s certificate confirming her or his illness. Employees absent for three or more days because of illness of themselves or a family member should talk with their supervisor who will consult with HR to determine if the employee must provide a doctor’s certificate prior to returning to work. A supervisor may request a certificate confirming illness after any absence for medical reasons, after consultation with HR, if the absence appears to be part of a pattern of absences or otherwise suspicious.
Generally, employees absent from work for six or more days for their own illness will be asked to provide a notice from a health care provider that verifies their ability to return to work. The health care provider’s certificates will be delivered to HR and maintained in a confidential file. HR will notify the employee’s supervisor of the notice.