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Disciplinary Hearing

Date of Hearing Meeting: September 17, 2013

Employee recommended for Disciplinary Action:  Tonalie LawrenceDomain/Work Area:  CAREDirect Manager:   Andreq Hendricks

Context / Summary

Tonalie Lawrence was employed on September 24, 2012 and would have accumulated 80hours of sick time on her anniversary date, September 24, 2013. Since August 30, 2013 the employee has utilized 103.51 sick hours. This is a violation of the company’s attendance policy, which states that an employee may be terminated at 88hours of sick usage. During onboarding it was explained and outlined to the employee the company’s attendance policy, the expectations regarding sick time usage and the disciplinary measures that would be taken should the policy be violated.

In a meeting with HR on August 26, 2013, it was explained to the employee the severity of her sick usage to date and that she may be reviewed for termination should her pattern of absenteeism continue.

Below is a copy of the employee’s sick utilization between January to August 30, 2013:

PTO Date   Type   Hours   Status   Date Created    Last Actioned byActioned on

Friday, December 28, 2012Callout8-12/28/2012Elizabeth Toby12/28/2012

Monday, February 4, 2013Callout8-2/4/2013Marvin Grinion2/4/2013

Friday, March 8, 2013Sick6.48approved3/8/2013Elizabeth Toby3/8/2013

Monday, March 18, 2013Callout8-3/18/2013Marvin Grinion3/18/2013

Wednesday, April 24, 2013Callout8-4/24/2013Anthony Grey4/24/2013

Monday, May 6, 2013Sick3.28approved5/6/2013wfmintern2 5/6/2013

Tuesday, May 28, 2013Callout8approved6/18/2013Marvin Grinion6/18/2013

Thursday, June 27, 2013Callout8approved6/27/2013Elizabeth Toby6/27/2013

Wednesday, July 24, 2013Callout8approved7/24/2013Paul Hibbert7/24/2013

Wednesday, July 31, 2013Callout8approved7/31/2013Elizabeth Toby7/31/2013

Tuesday, August 6, 2013Sick2.32approved8/6/2013Marvin Grinion8/7/2013

Thursday, August 8, 2013Callout8approved8/8/2013Elizabeth Toby8/8/2013

Wednesday, August 14, 2013Sick3.43approved8/14/2013Elizabeth Toby8/14/2013

Thursday, August 29, 2013Sick8approved8/29/2013wfmintern1 wfmintern18/29/2013Friday, August 30, 2013Sick8approved8/29/2013wfmintern1 wfmintern18/29/2013 

Total 103.51    

 

 

On the following dates the employee was advised and coached in EDM sessions by her leader about her sick usage.  Below are excerpts from the EDM logs:

·         11/08/2012 EDM session #12038 – Daydrian Haye – “It was communicated that she is expected to be at work every day while on probation, as she is still going through the learning phase.  It was also communicated to her that absence due to illness or callouts while on probation will be time off without pay as at this point she has no sick time balance.”

 

 

·         01/04/2013 EDM session #12982 – Daydrian Haye – “She was reminded of the importance of good attendance and adherence and how it impacts her and the centre (company) on a whole

 

 

 

 

·         04/02/2013 EDM session #14843 – Sonya Walters – “We spoke about her attendance which is currently at 30.48 hours used for Sick Time. It was explained to Tonalie that her attendance is her responsibility and she has to practice better time management in order for her not to exceed her allotted sick time. Being that Tonalie started September 24 2012, she has been here for roughly 6 months.  I advised her that she will be required to curb this behavior immediately in order to avoid exceeding her time and run the risk of termination.”

 

 

On 8/26/2013 the employee met with the HRBP and her leader, Andreq Hendricks, to discuss her sick usage to date and to set expectations going forward. The employee committed to getting medical advice from her doctor regarding her headaches and cramps.

HR advised Tonalie that at her current usage she had exhausted her sick time. She was reminded of the sick usage policy, which outlines that an employee may be terminated at 88hours of usage, and that based on her pattern she may be terminated should her absenteeism continue.

 

 

 

 

 

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