Employees at Pod Hut are expected to be present for work, on time, every day. Regular attendance and punctuality are important to keep Pod Hut operating. Arriving late, being tardy, or being absent causes disruptions.
5.2 Calculation of attendance infractions.
- Absent: Call in 2+ hours before the start of shift: 1 point.
- Absent, no call or 2 or hours less before the start of shift: 2 point.
- Tardy: ½ point. (30 minutes or less)
- Tardy: 1 point. (31 minutes or more)
- Early departure: ½ point.
- Late return from lunch or break: 1 point (over 31 minutes).
- Forgets to clock in/out for their shift, breaks, or lunch: 1/4 point.
Employees are given a three-minute grace period at the start and end of each scheduled shift, including breaks and lunch.
Attendance infractions reset every rolling 12-month period.
5.3 Overview of disciplinary action for attendance infractions.
Attendance issues will result in progressive disciplinary action up to and including termination based on the following point system:
- 3 points: Verbal warning.
- 4 points: Written warning.
- 5 points: Meeting with manager/supervisor, possible suspension.
- 6 points: Employee is subject to termination.
If an employee is absent, evidence for excusing the absence, such as a doctor’s note, must be provided.
If an employee is a no-call-no-show for three or more consecutive days it will be considered a job abandonment, or termination without notice.
Employees may request exceptions for work absences from human resources and management. These must be approved on a case-by-case basis.
5.4 Failure to clock-In or clock-out.
Employees must clock-in and clock-out for each shift. If there is any problem recording a clock-in or clock-out, employees should inform a manager immediately. Employees who consistently fail to clock-in or clock-out may receive disciplinary action, up to and including termination based on point system provided above.
When working conditions permit, and pending a supervisor’s approval, employees are
entitled to two 15 minute breaks for every 4 hours worked.
Meal periods are for 30 minutes, and must be approved by a supervisor.
Section 6 – Leave Policies
The company provides, as a benefit, paid vacations for its eligible employees. Forward requests for time off in advance to a supervisor, who may approve or deny the request based on company resources. The company is flexible in approving time off when doing so would not interfere with company operations. Vacation days are granted only on a full day.
A regular employee is eligible to receive paid time off after 6 months of full-time service. Employees must earn and accrue vacation benefits before they may be used.
Any remaining accrued time off may not be accumulated or carried forward into the next year. Vacation benefits do not accrue during any period of extended leave of absence.
6.2 Sick Leave
Situations may arise where an employee needs to take time off to address medical or other health concerns. The company requests that employees provide notification to their supervisor as soon as practicable when taking time off. Sick days are granted on an unpaid basis to regular employees.
The company observes the following holidays:
- New Year’s Day
- Martin Luther King Jr. Day
- Memorial Day
- Juneteenth National Independence Day
- Independence Day
- Labor Day
- Veterans Day
Holidays are observed on a paid basis for all eligible employees. Full time employees are eligible for paid holiday benefits.
6.4 Jury Duty Time Off
The company understands that occasionally employees are called to serve on a jury. Employees who are selected for jury duty must provide a copy of their jury summons to a supervisor. Time taken for jury duty is granted on a unpaid basis. Employees released from jury duty with 4 hours remaining in the workday, are expected to return to work.
6.5 Voting Time Off
Employees are encouraged to participate in elections. The company grants incremental time off to cast a ballot in an election. Voting time off is granted on a unpaid basis. Should extenuating circumstances arise while voting, notify a supervisor as soon as possible.
6.6 Military Leave
Employees called to active military duty, military reserve or National Guard service may be eligible to receive time off under the Uniformed Services Employment and Reemployment Rights Act of 1994. To receive time off, employees must provide notice and a copy of their report orders to an immediate supervisor. Military leave is granted on a unpaid basis. Upon return with an honorable discharge, an employee may be entitled to reinstatement and any applicable job benefits they would have received if present, to the extent provided by law.
6.7 Leave of Absence
Regular full-time employees may request an unpaid leave of absence after the exhaustion of paid leave. A request for a leave of absence must be submitted in writing in advance to the employee’s immediate supervisor.
Leave of absences that are granted are unpaid, and will not be considered until an employee has exhausted all appropriate accrued leave balances. Continuation of employee benefits during a leave of absence will be addressed on an individual basis, as required by law.