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Glossary of Human Resources Management and Employee Benefit Terms
Setting employee attendance involves establishing clear expectations and guidelines within an attendance policy, communicating these expectations to employees, and consistently enforcing the policy. This may include implementing attendance tracking systems, providing policy training, and addressing violations promptly and fairly.
Generally, employers cannot count FMLA (Family and Medical Leave Act) leave against an employee attendance point policy. The FMLA provides eligible employees up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. Employers must comply with FMLA regulations, which typically prohibit penalizing employees for taking FMLA leave.
An employee attendance rule refers to a specific guideline or regulation that employees are expected to follow within an attendance policy. This could include requirements such as notifying a supervisor of absences, adhering to scheduled work hours, or providing documentation for medical leave.
An example of an employee attendance policy could include provisions such as:
Attendance policies typically cover various aspects, including:
Setting employee attendance involves establishing clear expectations and guidelines within an attendance policy, communicating these expectations to employees, and consistently enforcing the policy. This may include implementing attendance tracking systems, providing policy training, and addressing violations promptly and fairly.
Generally, employers cannot count FMLA (Family and Medical Leave Act) leave against an employee attendance point policy. The FMLA provides eligible employees up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. Employers must comply with FMLA regulations, which typically prohibit penalizing employees for taking FMLA leave.
The expectations for employee attendance are as follows:
Yes, employee attendance policies should be in writing. A written policy ensures clarity and consistency in enforcement, helps protect both employees' and employers' rights, and serves as a reference point for resolving disputes or misunderstandings.
The reporting procedures for employee attendance are:
To set up attendance monitoring and tracking effectively, you need to do the following:
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
To make flexible work arrangements, you need to do the following:
To set up an attendance incentive and recognition, you need to:
To train and share the attendance policy, one must do the following:
To update the attendance policy, you must do the following:
Keeping track of employee point attendance policies typically involves using attendance tracking systems or software. These systems can record employees' clock-in and clock-out times, track absences, calculate points or occurrences for attendance infractions, and generate reports for management review. Supervisors may manually track attendance using spreadsheets or other tools, but automated systems are often more efficient and accurate.
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