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Policies,Administrative,UWHC,Department Specific,Nursing Administrative,Personnel

Attendance (4.10)

Attendance (4.10) - Policies, Administrative, UWHC, Department Specific, Nursing Administrative, Personnel

4.10

POLICY & PROCEDURE





Effective Date:
April 1, 2015

Administrative Manual
Nursing Manual
 Other _______________

Policy #:
4.10

Original
 Revision

Page 1
Of 2

Title:
Attendance


I. PURPOSE:
A. To give guidelines and procedures to be followed in relation to employee attendance and
excessive absenteeism.

II. POLICY:
A. This policy elaborates on selected points in the UWHC Attendance and Punctuality
Policy, Administrative Manual #9.13 (attached as addendum to this policy), and are to be
used in conjunction with that policy.
B. First-line supervisory staff are responsible to monitor and initiate counseling of staff for
attendance problems.

III. PROCEDURE:
A. Inpatient and Supplemental staff who will be absent from or late for work, are expected to
notify the Nursing Resource Center at 265-9333.
1. Employees scheduled for evening or night shifts are expected to call as early in
the day as possible and no later than four hours prior to the beginning of their
shift.
2. Employees scheduled for the day shift (starting time between 5:00 a.m. and 7:00
a.m.) should call at least two hours before the start of their scheduled shift. Day
shifts that start after 7:00 a.m. also require a 2-hour notice. All other shifts require
a 4-hour notice. If the person scheduled for the day shift knows the previous
evening or night that he/she will not be able to report for work because of illness,
they should call the Nursing Resource Center at 265-9333.
B. The Nursing Resource Center personnel receiving a phone call from an employee that
will be absent from or late for work, is responsible for notifying the appropriate Nurse
Manager, or designee. The messages should be documented in the Nursing Resource
Center. The following information should be logged: Date, time of call, name of
employee, shift and date of absence, and reason for absence.
C. The Nurse Manager, or designee, is expected to assess the needs of the unit/clinic and
make the necessary staffing arrangements. On the weekends, Holidays and PM or
Nightshift, Nursing Coordinators will consult with Nurse Managers and/or Nurse
Administrator On-call if a solution cannot be determined. Nurse Managers, or
designees, will also report all absences from work due to illness or lateness on the official
timekeeping record.
D. Late Arrival/Early Departure

POLICY & PROCEDURE





Effective Date:
April 1, 2015

Administrative Manual
Nursing Manual
 Other _______________

Policy #:
4.10

Original
 Revision

Page 2
Of 2

Title:
Attendance


1. Employees who know they will arrive after the start of their shift should notify the
Nursing Unit/Nursing Resource Center that they expect to be late, the reason, and
the estimated time of arrival.
2. The term "late" is used for reporting acceptable late arrivals. Examples are an
unusual transportation breakdown such as a flat tire or a family emergency that
occurred unexpectedly and immediately prior to the scheduled shift.
3. Excused late arrivals are those that are unusual and non-recurring. If a pattern
develops, for example, an employee is late for work frequently; the situation will
fall into the unexcused category.
4. For approved early departure/late arrival, employees may request to use
compensatory time, vacation, personal holiday or holiday benefit time.
E. Use of Leave Time
1. Situations for which sick leave can be used for other than personal illnesses are
determined by referring to the UWHC Leave of Absence Policy. When the
employee requests a change to use benefit time other than sick leave, the kind of
benefit time used should be mutually agreed upon by the two parties. The
employee must notify the manager or Management Assistant of his/her request on
the next worked shift.
F. Unexcused absences will be designated on the official timekeeping record by the Nurse
Manager or his/her designee.
G. Nurse Managers will obtain consultation from Employee and Labor Relations on any
situation identified as needing further action.

IV. REVIEWED BY:
A. VP, Associate Chief Nursing Officer
B. Director, Nursing Operations Support,
C. Nursing Administrative Policy and Procedure Committee, March 2015

SIGNED BY:
Beth Houlahan, MSN, RN, CENP
Senior Vice President Patient Care Services,
Chief Nursing Officer