BrightStar Care
WOME CARE I MEDICAL STAFFING
A Higher Standard
Attendance AND Disciplinary Policy
1.
POLICY
Good attendance is an essential part of good job performance and is critical to delivering the
quality health care promised to and expected by our clients. Employees are expected to
arrive to work on time and ready to work at their scheduled start times, and to accurately
record all time worked using the required clock in method. Employees are expected to
complete the scheduled shift, or replaced by the next shift (if applicable) or until they are
authorized to vacate by management.
Employees are required to notify their immediate supervisor (or designee) as far in advance
as possible before their scheduled shift starting time if they are going to be tardy or absent
from work. (Minimum of 2 hours notice during the week and 4 hours notice on weekends;
Friday 7p-Monday 7a)
The following policy has been established to provide guidelines for the consistent
administration of absenteeism rules, timekeeping and corrective action.
Generally, the movement of an employee through the Corrective Action Process, below, w
take place in sequential order. Corrective action instances are cumulative, whether they are
for poor attendance, poor performance or poor conduct. However, a supervisor has the
flexibility to move an employee through corrective action more quickly than one step at a
time, or to repeat a corrective action, depending on extenuating circumstances and the timi
of the infraction(s).
II.
SCOPE AND COVERAGE
All full-time, part-time and PRN employees of BrightStar Care after Introductory period.
Introductory Period employees are not subject to all the progressive discipline steps.
BrightStar Care reserves the right to administer discipline, up to and including terminatio
its discrection.
III.
ABSENCES DEFINED
A. An occurrence is defined as:
1. An Absence- Failure to report to or remain at work as scheduled
any period of four (4) hours or half of a scheduled work shift,
whichever is less. Absences for the same reason within a seven
calendar day period shall count as one occurrence, however the
supervisor may require further documentation to substantiate the
as one occurrence.
2. A Tardy-Reporting to work after the scheduled start time or leaving
work early (i.e. clocking in 7 minutes after scheduled start time is
considered tardy). Leaving work early is defined as leaving work
before the scheduled end time. Two occasions of tardy equal one
occurrence.
B. Pre-scheduled time off (vacation, paid or unpaid), which was approved at lease
fourteen (14) days in advance of the start of the shift in which it is scheduled,
shall not count as an occurrence.
C. If an employee is absent from work due to an injury or illness for a period longer
than 3 consecutive work days, the employee must provide a doctors release in
order to return to work.
CORRECTIVE ACTION PROCESS/DISCIPLINE
A. Steps of Corrective Action: Occurrences will be counted for a rolling 12-month
period. Below are the typical corrective action steps, to be applied subject to
supervisory discretion referenced in Section I above. Please note, these steps
assume the employee has no other corrective actions on file.
Step I- Verbal Warning with Documentation
If an employee has five (5) or more occurrences within a twelve (12) month
period from the date of the last occurrence, he/she will receive a verbal warning.
Step II- Written Warning
After Step I is issued, if the same employee has six (6) or more occurrences
within the rolling 12 month period from the date of the last occurrence, he/she
will receive a written warning.
Step III- Final Written Warning
After Step II is issued, if the same employee has seven (7) or more occurrences
within the rolling 12 month period from the date of the last occurrence, he/she
will receive a final written warning,
Step IV-Termination
After step III is issued if the same employee has eight (8) or more occurrences
within the rolling 12 month period from the date of the last occurrence, then
his/her employment will be terminated.
B. Notwithstanding the usual corrective steps set forth above in A., the specific
corrective action steps determined and taken in the following circumstances will
be at the supervisor's discretion.
1. Patterns of absence (e.g., recurring unscheduled absence before/after
scheduled time off, repetitious occurrences separated by a single shift,
recurring absences on a certain day of the week, recurring absences after
previous occurrences have fallen off the rolling twelve month period or
occurrences otherwise deemed excessive).
2. Absence on a day previously requested off in writing and denied by the
supervisor. Provision: A Physician's statement to verify illness will enable
the understanding of that absence as a regular occurrence and will not result in
corrective action unless otherwise warranted.
3. Absence on a scheduled holiday, or on the last scheduled work day before or
the first scheduled work day after a recognized holiday. (Absences on the days
prior to and after a scheduled holiday, will also result in loss of holiday pay)
Provision: A Physician's statement to verify illness will enable the
understanding of that absence as a regular occurrence and will not result in
loss of holiday pay or corrective action unless otherwise warranted
4. Absence without proper notification to supervisor (normally considered a no-
call/ no-show;)
First occurrence will result in a final written warning unless second
occurrence follows immediately and there is no previous corrective
action in the previous 12 months.
b. Second occurrence within 12 months will result in termination of
employment.
c. Unauthorized absence from work for 2 or more consecutive days,
without proper notice or justification (normally considered a voluntary
termination or job abandonment; will result in termination.
5. More than one corrective action on file.
Discipline and write ups may occur for the following: This list may not include all items. Please see
agency policies and orientation documents in addition to list below:
1) Each time an employee does not provide requested credentials or updated credentials (epr/copy
of updated drivers license, Auto insurance, TB, Etc) within one week of first request
2) Employee fails to clock in system at beginning or end of his/her shift
3) According to ABS mobile system if employee arrives late or leaves shift early without prior
approval from brightstar office
4) When office receives a complaint from client, the complaint will be noted in the employees file
reflecting poor job performance and appropriate action will be taken
5) No Call No Show Automatic Termination
6) Bringing your child to work
7) Falling asleep during your shift Automatic Termination
8) Failing to report or chart changes in your client's behavior or health conditions including docto
visit summaries/upcoming appt's etc.
9) Unprofessional interaction with the patient, office staff, coworkers or client family
10) Smoking while at client home
11) teaving dient unattended per the plan of care Automatic Termination
LITENES USTED IMMEDIATELY ABOVE WILL BE DOCUMENTED AND APPROPRIATE WRITE UP WILL BE
ASED UPON HOW MANY OCCURENCES TOTAL HAVE BEEN RECEIVED PER EMPLOYEE.
V. DOCUMENTATION
In all circumstances in which documentation is required, it must be presented on the
day that the employee returns to work (prior to going to a client).
VI
HARDSHIP CLAUSE
Occasionally a supervisor may believe that an individual employee's situation (which
would otherwise result in termination) should be exempted from strict application
under this policy as a "hardship case". If so, the request for exception or exemption
shall be presented by the employee's supervisor to the appropriate leader in the chain
of command, and a final determination on applying this hardship clause shall be
reached by these two parties. Specific reasons, measures and parameters will be
outlined in each such case, with periodic review whenever applicable to determine
whether, how, and how long to apply/continue the exception or exemption and when
to return to applying standard procedures under this Attendance Policy to that
individual employee.
VII. TIMEKEEPING
A Employees are personally responsible for accurately clocking time worked and
other time transactions. Employees are required to clock in at the start of the shift
and are also required to clock out prior to leaving their shift. Starting work early
or working beyond scheduled time requires prior specific supervisory
authorization
B. No employee may authorize another employee to enter his/her time transactions.
Failure to record clocking transactions or to record accurate time transactions
(including clocking in before reaching destination), and/or allowing another
employee to enter his/her time transactions or conducting time transactions for
another employee, will result in corrective action, up to and including termination.
C. The scheduler is responsible for reviewing and monitoring time entries, and for
validating entries prior to submission to payroll in accordance with established
payroll policies and time frames.
D. The scheduler is NOT permitted to change an employee's punch record to avoid
paying overtime or other premium pay. Changes to employee punches are only to
be made to correct errors. Any discrepancy involving time and attendance
records should be submitted to the supervisor for resolution. Schedulers who
inappropriately change an employee's punches are subject to corrective action up
to and including termination.
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