Cumberland University depends upon its staff to carry out the work of the institution; therefore, reliable, consistent attendance is an important requirement of all staff positions.
Cumberland University understands that employees need time away from work both for scheduled time off such as vacations and for unscheduled time such as occasional illness. If an employee will be late or miss work due to an unscheduled absence, he/she should call the supervisor in advance, or within the first hour of the department's operation. This notice allows the supervisor to adjust department work assignments. Unless the employee is medically unable to do so, the employee should speak directly with the supervisor. If the absence is for more than one day, the employee should call in each day, unless other arrangements are made prior to the absence.
Failure to notify the supervisor of an unscheduled absence or late arrival may result in disciplinary action. If an employee is absent for three (3) consecutive days without notifying and receiving approval from the supervisor, the University will consider the employee to have abandoned the position without proper notice and will terminate the employment, effective the last day of work.
Whenever possible, employees should schedule medical and dental appointments for themselves or for family members at times that do not cause absence from work. If an employee must miss work for a scheduled medical or dental appointment, he/she should notify the supervisor and request the time off. Accrued sick time may be used for medial or dental appointments.
For information about other types of medical leave, or absences covered by the Family & Medical Leave Act (FMLA),(2.14.1, page 45) Cumberland University Leaves.
From time to time, employees may need unscheduled time off for a non-medical or emergency reason. Supervisors may accommodate infrequent requests by authorizing unpaid time off or by allowing the employee to use accrued vacation time. Absences due to incarceration for conviction of a crime or circumstances or a similar nature is not considered authorized time off. Such absences of three (3) days or more shall result in termination of employment.
An employee who is often tardy or absent, who frequently asks to leave work early, or displays a pattern of attendance problems, for example (often late or absent on Mondays or Fridays, or has a disproportionate number of "emergencies") may be subject to disciplinary action, up to and including discharge. If a supervisor suspects abuse of sick time, they can require notification/justification from the employee's physician/medical professional for absence from work.
Once the workday has begun, an employee should not leave the worksite except for authorized reasons, such as a scheduled rest or lunch break. Employees should notify their supervisors before leaving their worksite or the campus for personal reasons and may be required to document the time away from work. The supervisor has the authority to refuse the employee?s request to leave the worksite. As a matter of courtesy, employees should communicate their absence to co-workers whose work may be affected by the absence.
Leaving the worksite without permission or improperly documenting time away from work may result in disciplinary action up to and including termination.