Absenteeism and Tardiness Policy

Effective Date

June 12, 2017

Last Revision Date

June, 2023 

Responsible Party

Human Resources


All employees  


The efficient management of Marymount University depends on the punctuality and attendance of every employee. Excessive lateness or absence during a work shift can seriously hamper the productivity of any department. It is understood that circumstances often beyond the individual’s control can occasionally cause tardiness or an absence. Occasional, isolated instances shall not seriously affect the efficient operation of a department. However, excessive or chronic lateness and absence whether a full or part shift can be a serious problem and shall be dealt with accordingly. 

1.0 Definitions

1.1  Work Shift

The expected hours and days of work for the employee.

2.0 Late Arrival

2.1 Work

An employee shall be at their respective work area, ready to commence work, at the start of their scheduled Work Shift, or they shall be considered late to work. An employee who reports late, without authorization, may be subject to disciplinary action. 

2.2 Meal Period 

An employee shall return to their respective work area on time following their meal period, or they shall be considered late. An employee who returns late, without authorization, may be subject to disciplinary action. 

3.0 Early Departure 

An employee shall not leave their workstation before the scheduled close of their Work Shift or work period. An employee who leaves early, without authorization, may be subject to disciplinary action. 

4.0 Unscheduled Absence

It is the policy of the University to expect regular attendance from all employees. Attendance, in addition to being essential to the efficient operation of a department, is also a measure of an employee’s overall performance on the job. Regular attendance is essential if the university is to provide quality educational and customer service while minimizing possible stress and fatigue for all employees. 

The efficient operation of the University depends upon each employee conscientiously reporting to work on all scheduled workdays. Chronic or habitual absence shall be considered excessive absenteeism. Absenteeism may be considered excessive when an employee absents themselves on regularly scheduled workdays, whether or not such absences are considered to be excused or unexcused. Absentee criteria are conditioned on the number of hours an employee is regularly scheduled to work each week and on the employee’s normally scheduled days off.

4.1 Excessive Absences 

  1. An employee who has accumulated repeated absences during the calendar year. 
  2. An employee who has accumulated repeated absences before or after vacations, holidays, weekends or any other scheduled day(s) off during the calendar year.
  3. A doctor’s note may be required after the second separate incidence of absence attributed to sickness within the calendar year.
  4. Any repeated pattern of absence.
  5. Any absence without cause. 

4.2 Notification 

Whenever possible, an employee shall call their department head or manager to advise that they are going to be late or absent from work. A department head or manager may excuse an employee’s lateness if in their judgment the lateness was unavoidable.  Known schedule changes for appointments during the Work Shift must be approved by the manager with notice and must be made up within the same 40-hour workweek or the time must be charged to annual leave.  

4.3 Enforcement 

When it appears that a pattern of absences or tardiness is beginning to develop and is impacting the work environment or business operations the manager should begin to document the behavior and follow the Progressive Discipline Policy.

4.4 Job Abandonment 

An employee shall be considered to have quit voluntarily after an absence of three consecutive business days without notification.  No severance pay is due for job abandonment.