Need to know easy methods to use the attendance point system?
When employees start missing work more continuously than usual, it could actually quickly spiral uncontrolled.
Along with draining the morale of coworkers, excessive absenteeism makes meeting business and department goals difficult.
One effective method for improving worker attendance is by implementing an worker attendance policy.
While there are a lot of different policies available, we’ll give attention to the attendance point system.
In this text, we’ll take an in-depth look into the attendance point system, including its advantages and a free template to show you how to start.
Table of Contents
Let’s start.
What’s an attendance point system?
Simply put, the point system attendance policy requires you so as to add points to an worker’s record in the event that they are absent, tardy, or leave early.
Employees are subjected to progressive discipline for repeated infractions, and typically, the business terminates a employee once they rack up a certain variety of points.
How does the purpose system work?
If your employee clocks-in late or leaves early, you give them points based on how late or early they’re.
In the event that they miss several hours of labor, they’re assigned specific points.
And in the event that they miss a whole day of labor, they accumulate much more points!
In case your worker desires to get fewer points, they will call up their supervisor ahead of time and inform them that they’ll be late.
After accumulating a certain variety of points, your employees are subject to disciplinary motion.
Recent hires could also be subject to stricter measures — they could be terminated for fewer points than employees who’ve worked for the corporate longer.
Moreover, points could also be reduced from an worker’s record after several months of perfect attendance. It ultimately will depend on how the corporate sets up the points-based parameters.
Advantages of an attendance point system
Implementing an attendance point system comes with several advantages, similar to:
1. Reduced absenteeism
An worker point system can show you how to monitor every attendance issue throughout the organization.
With attendance tracking, you possibly can record regular attendance activity — helping you discover attendance trends by teams, groups, and departments.
With this data, you’ll have the opportunity to correct existing attendance problems and even anticipate future problems before they occur.
And when your employees know that their attendance is being closely monitored, they may think twice about skipping work.
Your point system can show you how to track and construct an attendance history for every worker. This information may be useful when it’s time for performance reviews.
2. Increases transparency
Your employees have to know why your management team makes certain decisions in relation to tracking attendance.
Encourage employees to keep watch over rules related to excessive absenteeism, tardiness, and other requirements outlined in your worker handbook. This manner, they’ll concentrate on any disciplinary actions.
Moreover, a degree system may also help level the playing field in relation to performance reviews.
How?
Employees will know that managers are rewarding or disciplining them in accordance with a written attendance policy and not personal preference.
This may prevent issues like favoritism, which, in turn, improves worker morale and productivity.
3. Improves communication
When employees are aware that supervisors monitor absenteeism or tardiness, they usually tend to communicate with their managers about their circumstances.
This helps managers understand why certain employees are consistently absent, which could improve the connection between the 2.
For instance, if the worker is at all times late because they should drop their kids at college, the manager can allow them to begin their shift an hour later than usual.
The 5 fundamental categories in the purpose system
While there are several point-based attendance policies, the logic is actually the identical across most firms.
On the whole, employees rack up points for:
1. Leaving early
Some employers may grant employees a grace period at the top of every shift, allowing employees to depart a couple of minutes early or late.
Alternatively, employers may grant fewer points if there’s a proven emergency or if employees notify the supervisor ahead of time.
2. Tardiness
What’s considered tardy differs from company to company.
Some businesses may consider being a minute late as tardy, while others may grant employees five to 10 minutes before marking them for tardiness.
Some employers are more lenient, allowing employees to work at whatever time is convenient for them, provided they accomplish all their tasks on time.
No matter the best way your organization operates, employees need to grasp what behavior is taken into account tardy.
3. Excused absence
An excused absence is when the worker notifies the employer about an absence ahead of time.
Different employers could have different standards for when it’s acceptable to be told, but generally, an excused absence warrants less severe consequences.
The policy should state what is taken into account an excused absence and what isn’t. Moreover, employees must concentrate on the right procedure for informing their supervisors.
4. Unexcused absence
An unscheduled absence is one where an worker is absent without first being authorized by their supervisor.
Different employers have different requirements for sufficient time to be told.
Some may require a warning a day prematurely, while others could also be blissful with a notice half-hour before starting a shift.
The absenteeism policy should clearly define several essential criteria, like:
- Appropriate timeframe to be notified.
- Definition of an unplanned absence.
- Ramifications for not showing as much as work.
Here is a listing of attendance tracking software you should utilize in your team.
5. No-call, no-show
If an worker is absent for an prolonged time period without informing their employer, it’s considered a no-call, no-show.
No-call, no-show is essentially the most severe form of absence and should lead to harsher consequences, including termination.
Except for unavoidable circumstances like severe injury, a couple of employers might consider not showing up for work as a voluntary resignation.
And within the case of a no fault attendance policy, points are added to the record no matter whether the worker is injured or not.
A free attendance point system template
Now that we’ve explained what to incorporate, here’s a sample template to get you began.
You would possibly need to change certain parts to satisfy your organization’s needs:
A. Objective
Regular punctuality is anticipated from employees at (company name) to make sure achieving department and company goals. Arriving late or being tardy results in disruptions that negatively affect productivity.
Nonetheless, we acknowledge that there could also be unavoidable reasons for workers to miss work or arrive late.
This policy’s objective is to make sure employees understand the technique of notifying their supervisors of their absence.
B. Attendance and punctuality
An worker will receive points for tardiness, late arrivals, leaving early, and unauthorized absences.
Note that an unauthorized absence occurs when an worker fails to tell their department of their absence.
The purpose system is explained below:
| Explanation | Absence | Points |
| Early departure | Leaving greater than half-hour early | ½ |
| Tardy | 1-19 minutes | 1 |
| Late | 20 – 2 hours | 3 |
| Absent | Greater than 3 hours | 5 |
- Early departure: leaving greater than half-hour before the top of the scheduled departure time.
- Tardiness: arriving as much as 20 minutes after the beginning of the scheduled shift.
- Late: arriving between 20 minutes and two hours later than the scheduled shift.
- Absent: missing a number of workdays or arriving greater than three hours later than the scheduled shift.
C. Overview of disciplinary motion
Repeated attendance issues over 12 months will lead to increasingly severe corrective motion resulting in and including termination.
Employees might be subject to disciplinary motion when their total point allocation reaches the next levels:
- 10 points: verbal warning.
- 15 points: written warning.
- 20 points: termination.
If an worker is absent for 3 or more consecutive days, they need to provide documentation excusing the absence, similar to a health care provider’s note.
All employees are expected to tell their supervisor or department of their absence at any time when possible.
Any worker who fails to notify their supervisor or department of their absence following (company name)’s policy might be subject to the next disciplinary measures:
- First failure to notify of absence: verbal warning.
- Second failure to notify of absence: written warning.
- Third failure to notify of absence: termination.
Employees are considered to have abandoned their position in the event that they’re absent for 3-4 consecutive days without notifying their supervisor or department. Job abandonment will lead to termination abruptly on the third day of absence.
D. Absences excused from disciplinary motion
(Company name) will authorize unpaid absences without disciplinary motion for the next cases:
- Funerals
- Jury duty
- Bereavement
- Medical appointment
- Automobile accident
- Childbirth
- Military duty
- Extremely bad weather
- FMLA (Family and Medical Leave Act) related absences.
- ADA (Americans with Disabilities Act) related absences.
Nonetheless, bereavement, jury duty, and military duty require proper documentation to be given to the worker’s supervisor at the very least two days ahead of the absence.
Supervisors will excuse a private vacation day or sick day from disciplinary motion, provided the worker has notified the department or supervisor. In that case, the Human Resource department will update an worker’s attendance record.
5 practical suggestions to enhance worker attendance
Implementing an attendance point system may be extremely useful in improving worker attendance.
Nonetheless, besides that, you possibly can take several other steps to enhance worker attendance.
Listed below are a couple of tricks to show you how to out:
1. Communicate
When noticing a rise in an worker’s absenteeism, have a supervisor sit down with them, and offer a probability to speak about it.
Allowing the worker to explain the situation before warning of disciplinary motion can go a good distance in constructing trust.
It’s necessary to notice that the worker could also be reluctant to share details about specific health or family issues, so don’t pry.
2. Reward good attendance
As a substitute of structuring the attendance point system as a punitive measure for being late, use it to reward good employees who’re consistently on time.
It’s an important way of recognizing dedicated employees. It will probably even be useful for encouraging employees to work toward something positive.
Recognition could possibly be in the shape of gift cards, vouchers, or a present. Alternatively, employees could possibly be rewarded with an additional day of leave or being given the time off.
3. Train supervisors
Implementing absence policies and initiatives won’t do much good unless supervisors are aware of them.
Supervisors should be up thus far with the corporate’s attendance practices.
Listed below are a couple of things they need to learn about:
- Attendance logging methods.
- Current attendance and absenteeism policies.
- Identifying common attendance problems.
- Easy methods to encourage punctuality.
- Knowing how and when to use disciplinary motion.
4. Set clear expectations
Employees must concentrate on their attendance expectations.
These can include:
- Documentation required before requesting a leave.
- Easy methods to request day off.
- How and when to tell supervisors of absence.
The worker handbook should contain all this information and ought to be easily accessible to all employees.
5. Follow up with the worker once they return to work
Conducting a follow-up session once the worker has returned from leave provides a chance to investigate in regards to the worker’s health.
This can also be a superb way of seeing if the worker can resume their regular duties.
If not, it’s a chance to debate changes that may also help them work higher. It also shows you’re concerned about their well-being.
Incessantly Asked Questions (FAQs)
1. What’s an example of a point-based attendance policy?
Some extent-based attendance policy assigns points for every instance of tardiness, unexcused absence, or early departure. For instance, an worker might receive 1 point for being late and a couple of points for an unexcused absence. Accumulating a certain variety of points inside a particular timeframe can result in disciplinary actions, similar to a warning, suspension, or termination.
2. What’s the rolling attendance point system?
A rolling attendance point system resets points after an outlined period. As an illustration, points might roll off after 12 months, meaning if an worker received a degree in January, it could be removed the next January if no further attendance issues occurred.
3. What’s the point system at Walmart?
Walmart uses a degree system where employees receive points for various attendance infractions, similar to being late or missing a shift abruptly. Accumulating too many points inside a set period can result in disciplinary actions, including termination. The specifics of this technique can vary and ought to be reviewed in the corporate’s official attendance policy.
4. What’s the worker point tracking system?
An worker point tracking system is a technique utilized by employers to watch and record attendance-related infractions. Points are assigned based on the severity of the infraction, and the system helps in consistently applying attendance policies. This technique may be managed manually or through automated HR software.
5. How can an attendance point system impact absenteeism?
An attendance point system may also help reduce absenteeism by providing clear consequences for unexcused absences and tardiness. By making employees aware of the potential penalties, they could be more more likely to adhere to attendance policies, thus improving overall attendance and productivity.
Wrapping up
Improving worker attendance can look like an immense task.
With so many aspects to think about, it could actually be difficult to guage when worker absenteeism starts becoming an issue and determining the perfect plan of action.
Probably the most effective methods for monitoring worker absence is implementing a piece attendance policy just like the attendance point system.
To show you how to implement an attendance point system, use the free template included on this guide.
Once your employees are aware of this technique, their attendance will improve very quickly!
