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Celltronix Attendance Policy

Attendance Standard:

Celltronix Inc. Retail Employees


Celltronix Store Attendance Policy

The Company expects all associates to be at their assigned work location, clocked in, and ready to begin work at their scheduled time. Beginning and completing assigned shifts on time is critical to our business.  Payroll hours are carefully planned to accommodate customers and projected work loads.

Unscheduled absences and tardiness place an unfair burden on the business and co-workers fostering an unpleasant work environment. Excessive absenteeism and (or) tardiness may lead to corrective action up to and including termination of employment. It is important to take appropriate measures to assure timely arrival for your work shifts, should you be unable to work your scheduled shift or feel you may arrive tardy the company has provided the below required procedures and information to better help you in specific situations.

Associate Call-In Procedure

It is the associate’s responsibility to contact their supervisor as soon as possible.

  • The associate must personally contact his/her immediate supervisor, or the manager in charge, to report an absence or tardy.  Calls or communications from someone other than the associate will only be accepted in emergency situations.

  • The report of an absence or tardy should be made at least one hour prior to the associate’s scheduled start time.

  • Reporting an absence or tardy to any non-management associate is not acceptable.

  • Associate is to provide reason for absence/tardy, expected return date or arrival time, and contact phone number.

  • Medical absences may be excused with a doctor's note. All viral and contagious infections must be cleared by a medical professional prior to coming back to work.

  • Text messaging and email are not an acceptable form of communication

  • Failure to use proper call-out procedures for Family and Medical Leave Act-related (FMLA-related) absences may result in denial of FMLA leave for the day, absent extenuating circumstances.

  • Failure to provide any communication on the "day of" an absence or tardy in excess of two hours will be considered a "no call, no show" which is not the same as an "unscheduled - unapproved absence."

  • Failure to use the proper call-out procedure may result in Corrective Action, up to and including termination.

Associate Clock In-Out Procedure and Defined Grace Periods

It is the associate’s responsibility to maintain accurate time records and to notify the operations team at audit@mycelltronix.com of any issues regarding any issues or needed corrections failure to do so may result in the inaccurate payment of wages and is considered at no fault to the company. The company acknowledges and grants all employees with a defined "grace period" not to exceed five minutes in which they may clock in or out five minutes prior to and (or) after their scheduled in and out times. This is to allow employees the ability to arrive on time for any scheduled work shift in addition to allowing an employee to leave work early without written permission so long as it is within the defined "grace period".

Absences Defined

   1. Scheduled, Excused Absence

  • Pre-Approved PTO

  • Pre-Approved schedule changes

  • Leave of Absence (“LOA”) and Intermittent LOA, which may include: FMLA, Military, Company Medical, Personal, Bereavement, Jury Duty, or other approved reasonable accommodations as determined by Executive Leadership at its sole discretion within Government compliance.

   2. Unscheduled, Excused Absence - An unscheduled absence that results in an approved Leave of Absence or reasonable accommodation for sickness and or emergency that is documented by a medical professional is considered unscheduled and excused. Associates will not be disciplined for excused absences. Return to work following an absence due to communicable illness and (or) injury requires medical documentation from a licensed medical professional including any applicable restrictions preventing an employee from engaging in their daily work functions. This is to assure the safety and well being of all company employees.

   3. Unscheduled, Unexcused Absence – An unscheduled, unexcused absence is defined as not reporting for your scheduled shift. This includes missing scheduled meetings and conference calls. Unscheduled, unexcused absences in which an employee provides no communication on the date of the absence is considered a "no call, no show". Two or more instances of a "no call, no show" will result in corrective action up to and including termination.

Consecutive absences of two or more days will be counted as one incident if it is for the associate’s personal illness and documentation from a physician is submitted to support the absence.  If the documentation is not provided, the actual number of days that the associate was out will be counted as separate incidents.

Excessive Absences

  • Three instances of unscheduled, unexcused absence in the previous 90 days may result in a Corrective Action up to and including termination.

  • Additional unscheduled, unexcused absences may result in additional Corrective Action up to and including termination.

  • Six instances of unscheduled, unexcused absence in the previous 52 weeks may result in termination.  Ex. If an associate has 2 unscheduled, unexcused absences in May, then 1 in June, 2 in July, 2 in October and 1 in December, this may result in termination.

  • Two or more instances of an unscheduled, unexcused absence in which an employee does not provide communication on the date of the absence "no call, no show" will result in termination.  

Leaves of Absence

If an associate is out more than three consecutive shifts, the manager should contact their Supervising Manager and (or) Executive Leadership and discuss related Leave of Absence policies and procedures. An absence covered by other leave policies (personal/ relocation, bereavement etc.) will be approved on a case by case basis.  Failure of an associate to provide proper Leave of Absence documentation in a timely manner may result in absences and/or tardies being deemed unexcused, and may result in corrective action, up to and including termination, for unauthorized absence.  

Tardiness Defined

Associates are considered tardy if they arrive at the work area five minutes or more past their scheduled start time, or return from break or lunch between in excess of five minutes their due back time.

Excessive Tardiness

  • Three incidents of tardiness in a 30 day period may result in Corrective Action.

  • Any instance of policy violation may result in Violation Notice and or Corrective Action.

  • Additional incidents of tardiness may result in additional Corrective Action.

  • Eight or more incidents of tardiness in the previous 52 weeks may result in termination.

Late Store Opening

  • Tardiness or absence that results in a late store opening may result in a Corrective Action.

  • Late store openings as a result of an employees tardiness or absence will result in the levying of performanced based compensation.

  • A second incident of late store opening as a result of being tardy and/or absent may result in termination.

  • You are required to notify your manager of any tardiness and or absense that may result in a late opening of a company location.

Excessive Unscheduled-Unexcused Absences and Tardies Combined

  • Three incidents of tardiness and/or unscheduled, unexcused absence in a 30 day period will result in Corrective Action.

  • Additional incidents of tardiness and/or unscheduled, unexcused absence may result in additional Corrective Action.

  • Eight or more incidents of tardiness and/or unscheduled, unexcused absences in the previous 52 weeks may result in termination.

Unauthorized Overtime

  • If an associate works beyond his/her scheduled hours and this work results in unauthorized overtime, the associate is required to immediately notify Executive Management via email.

  • The abuse of overtime privileges may result in Corrective Action including termination. This includes not taking a daily 30 minute unpaid lunch break which results in unapproved overtime.

  • An associate who works unauthorized overtime hours without receiving prior permission will be compensated for all time worked, but may be subject to Corrective Action.

Unauthorized Schedule Adjustments and Unauthorized Hours Worked

All employees of the company are required to adhere to their scheduled work shifts. Any deviations including but not limited to any unauthorized hours worked prior to and (or) unauthorized departure during "leaving early" any scheduled work shift are considered a violation of company policy. All schedule deviations must be approved by email no matter the form of communication in which that are requested or approved. Lunch and or "unpaid "break periods" in excess of the approved and required 30 minutes per scheduled work shift are also considered an unauthorized schedule adjustment and are subject to Corrective Action as defined in the policy.

Job Abandonment Policy

If at any time the associate fails to report to work for two consecutive shifts without notifying management, it will be assumed that he/she has decided to voluntarily terminate employment with the Company. If an associate no call, no shows (NCNS) for one day the manager should issue a Corrective Action when the associate returns for his/her next shift. It is not the responsibility of store management to contact the associate if the associate fails to report to work.

If at any time the associate walks off the job during his/her scheduled shift without written approval from management, it will be assumed that he/she has decided to voluntarily terminate employment with the Company. Personnel records will indicate that the associate quit without notice and will be ineligible for rehire.

Policy Addendums and Miscellaneous Record

An Attendance Record may be maintained for each associate and may document any scheduled work deviations but is not required.  The Attendance Record is used to track attendance for a 12-month period using the associate’s hire date as the initial starting point. Records should be kept together in a confidential binder, which is accessible to management. Any exceptions to and or instances in which this policy is not enacted does not entitle any employee to be held harmless of the policy. The enforcement of this Attendance Policy is made at the sole discretion of the company and is dependent on the administering of the policy by the assigned and or required individuals listed below.

The Field and Store Manager(s) are responsible for administering this policy consistently to all associates. If any manager has a question about the policy or its effects they should contact an executive manager for assistance.