us attendance point 2008

8/14/2019 US Attendance Point 2008

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US Airways Customer Service and Fleet ServiceCommitment to SuccessAttendance and Performance ProgramEmployee Fact SheetAirport Customer Service (ACS) recognizes its continuing responsibility to develop and administer work rules, which areessential to the efficient operation of the Company, and for the benefit and protection of the rights and safety of allemployees. It is the policy of ACS to be fair and impartial in the administration of this program.It is the desire of ACS to assist the employees of US Airways so that all personnel may enjoy successful, fulfilling careers.The following programs are written with that intent in mind.AbsenceAn absence is when an employee is not at work when scheduled. For purposes of the Attendance Policy, an absence isdefined as: Reporting out on a scheduled workday, including shift trades and overtime Leaving work early when time off cannot be operationally granted No showing for a scheduled workday, including shift trades and overtime Reporting late for a scheduled workday, including shift trades and overtimeNotification to the CompanyIn the event of an absence/late, an employee must notify the Company of the intended absence as follows: An employee who must be absent is required to notify the Company at least one hour prior to the start of theemployee's shift, or time established by the local management if less restrictive in accordance with a collectivebargaining agreement. If an employee notifies the company less than one hour prior to the start of the scheduled shift, or the locallyestablished time, the employee will not be paid for the scheduled shift and may be sUbject to progressivecounseling. An employee who fails to report to work and/or does not notify the Company of the absence within two hoursfollowing their scheduled start time is considered a no-show and will immediately progress the employee twodisciplinary levels, or if already ona Level II or Level III, a no-show will result in automatic termination ofemployment. An employee who no calls/no shows for three consecutive scheduled workdays will be terminated for jobabandonment. The employee is expected to personally make the telephone call to report an absence to the Company, unless the

/ /emPloyee is physically unable to do so.Patterns of Absence

An Employee's attendance record must also be reviewed to identify patterns of absence. A pattern of absencecan be:Absence(s) in conjunction with scheduled days off or days of f through shift tradesAbsence(s) on a particular day of the weekAbsence(s) on holidays or other annual events (e.g. Super Bowl Sunday, first day of hunting season, etc.). It is important to note that Sick Leave Abuse or excessive absenteeism may result in discipline up to and includingtermination.

Absences Involving Shift Trades'In general, failing to report to work for a scheduled shift trade will result in the Company not approving shift trades for thefollowing timeframe: 1st occurrence of an absence when the shift is part of a shift trade will result in a non-disciplinary coachingdiscussion. A 2nd occurrence within six (6) month of the first occurrence will result in the company not approving any shifttrades for a 30-day period.Draft


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A 3'd occurrence within six (6) month of the 2nd occurrence will result in the company not approving any shifttrades for a 120-day period. Shift Trades already approved will not be affected. No show on a shift trade will progress the employee two levels. Absences on shift trades are considered occurrences and will be assigned points as appropriate.Verification of Absence/Physician's Certificate

The Company reserves the right to require a physician's certificate. The Company also reserves the right to verify any physician's certificate presented ./presentation of a physician's certificate does not reduce the potential for further progressive discipline resulting, from continued absenteeism. In the event sufficient medical documentation is not supplied, or the Company is unable to substantiate thelegitimacy of the absence, the absence will be unpaid and will be considered abuse of sick leave and theemployee will be subject to discipline up to and including termination.

Falsification of Absence An employee's sick benefit is to be utilized for an employee's personal illness or injury only, except as permittedby contractual provision. Utilization of the sick benefit for any other purpose constitutes abuse and subjects theemployee to discipline, up to and including termination. Employees covered by this policy who have an approved FMLA leave to care for a seriously ill family member

may not use their sick leave to cover such absences.Medical Examination at Company RequestUnder certain circumstances, with manager approval, US Airways may require an employee to submit to a medicalexamination by a qualified physician selected by the Company. (Please refer to the appropriate Collective BargainingAgreement.)

Attendance PointsThe Attendance and Reliability Program is administered by an on-going review of an employee's absence record.This is a point-based system: Late less than 15 minutes = .5 point Late 15 - 120 minutes (2 hours) = 1.0 point

Sick absence = 1.0 point Absence other than personal illness/injury = 2.0 points Late call (Absence) = 3.0 points Early Out = Automatic one (1) disciplinary level No-Show = Automatic two (2) disciplinary levelsNote: A single illness that covers one or more consecutive scheduled days is considered one point.The Chart below outlines the corrective action taken based on attendance points.

I POINTS ASSIGNED I CORRECTIVE ACTION 3 Points within 12-month period of active service (12months prior to and including the date of last point) Non-disciplinary Coaching Discussion

5 Points are accumulated within 12-month period ofactive service (12 months prior to and including thedate of last point)Levell(Effective for 12 months of Active Service beginningon the date issued to employee) 2 Points are accumulated within the Level 1 EffectivePeriod; or

1st No Show (if not on a level)Level II(Effective for 12 months of Active Service beginningon the date issued to employee) 2 Points are accumulated within the Level II EffectivePeriod; or1st no-show if on Level ILevel III(Effective for 12 months of Active Service beginningon the date issued to employee)

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Perfprmance Progressive DisciplineListed below are the guidelines for issuing Performance Progressive Discipline. It is important to rememberthat these are simply guidelines provided to assist in maintaining consistency in administration of theProgressive Discipline Program.This list is not all-inclusive and cannot address all possible situations or every practice or principle related tohonest and ethical conduct. Rule infractions and other unprofessional conduct will be dealt with according to theseriousness of the offense, and violators will be subject to appropriate disciplinary action up to and including termination.Some acts of misconduct, even if committed for the first time, are serious enough that standing alone could justifyimmediate termination.Discipline issued for any infraction may be greater or lesser than stated in the guidelines, as each,employee's situation must be judged on an individual basis, taking into consideration factors such as lengthof service, past performance, etc.All discipline outside of the Attendance Program is considered together under the Performance ProgressiveDiscipline Program.US Airways employees are expected to demonstrate professional conduct that reflects initiative, common sense, integrity,responsibility, efficiency and good judgment at all times. Employees should perform no act that is detrimental to thewelfare of, or reflects unfavorably on the Company or its employees. By way of example only, offenses of the followingnature may result in discipline up to and including termination:

Failure to complete all required and/or assigned training programs. Failure to cooperate in a Company investigation or failure to give complete and truthful answers in a Companyinvestigation. Failure to follow established Company policies and procedures. Any act of insubordination (e.g. refusal or failure to obey reasonable orders from a member of management). Misrepresentation of facts or falsification of records (including employment applications or timesheets) for anyreason including to obtain travel passes, employee benefits, pay, or other privileges. Intentional work slowdowns or reductions in productivity or workmanship, orwi llfu l refusal or failure to follow adirection from management or refusal to perform assigned work. Failure to report any dangerous, unsafe or hazardous situation or condition to a member of management as soonas possible, or failure to comply with all posted and/or published safety rules. Failure to report immediately to a member of management an accident involving injury to oneself or to others ordamage to Company equipment or property, or the equipment or property of others. Use of machines, equipment, systems or Company property to which employees are not assigned or notauthorized to operate or use. Solicitation by employees (including soliciting and collecting of funds) is not permitted during work times.Distribution of written, printed, or electronic materials by employees is permitted only during non-working time and

in non-working areas, provided that the materials are not offensive or inflammatory. In addition, posting on bulletinboards of written, printed, or electronic materials associated with solicitation is permitted only on boards whereemployees are permitted to post personal materials. The Company reserves the right to remove material fromemployee bulletin boards which are deemed offensive or inflammatory. Only business-related materialsdisseminated by the Company are to be distributed in employee mailboxes provided by the Company. Selling goods or services to the Company or other employees while at work. Using Company property, information or assets for personal gain. Utilizing audio recording or videotaping equipment on Company property, except where such equipment is/ provided by the Company and then only in performing duties assigned by the Company, unless the Companyprovides prior written approval. Conviction or any guilty plea or plea of no contest or nolo contendere for any felony, or serious misdemeanor,including but not limited to larceny, robbery, receipt of stolen property, possession, distribution, or at theworkplace, being under the influence of any narcotics, illegal drugs or controlled substances, crimes of violence,and/or sex offenses. Violation of the Company's drug and alcohol policies. Theft, attempted theft, or unauthorized use of property owned by the Company, its employees, or its customers. Physical assault, violence, fighting (physical or verbal) or scuffling.

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Use of threatening, abusive or discriminatory language or gestures, intimidating, coercing or interfering withemployees, customers or vendors. Engaging in immoral or indecent conduct on or off duty. Conduct on or off duty which is unfavorable to the Company's interest. Possession or use of any weapons, firearms or explosive devices on Company or customer premises or airportproperty unless authorized by the TSA or the Company. Harassment of or discrimination against co-workers, customers or visitors. Bringing the reputation of US Airways into disrepute. Fraud including fraudulent reporting of time worked or business expense. Sleeping (or giving the appearance of sleeping) while on duty. Failure to observe applicable grooming and uniform requirements. Entering a cocktail lounge or bar or possessing alcohol while in uniform. Failure to obtain and retain licenses or certifications necessary to perform one's job as may be required by theCompany or local, state or federal authorities and failure to immediately notify the Company of the suspension orrevocation of said licenses or certifications (e.g., state drivers license, Federal Communication Commissionlicense, FAA certification, etc.). Dishonesty. Gambling on Company premises. Unauthorized use of Company electronic mail and Internet systems. /Destroying, defacing, or damaging airport property or property belonging to US Airways, our customers, or, employees. Assisting any person in gaining unauthorized entrance to or exit from US Airways facilities or offices, includingairport property. Acceptance or offer of bribes ofany kind. Any infraction which remains un-corrected and/or which has resulted in previous Progressive Discipline throughLevell, II, or III.

Progressive Counseling may be used to address situations in which an employee's job performance or behavior is lessthan satisfactory. Progressive Counseling may include a non-disciplinary Coaching Discussion, a written Level ofcounseling, suspension or other discipline.An employee may be suspended in conjunction with any of the above steps during the investigation of any alleged'misconduct or as a disciplinary measure. Likewise, when an employee's behavior or misconduct is sufficiently serious,immediate termination may be warranted. The following items may be taken into account:

The nature and seriousness of the offense The duration of the problem The number of attempts to counsel the employee regarding his or her previous performance infractions The employee's work history The employee's general behavior and willingness to improve Any infraction within the Effective Period of previous discipline issuedArrest or criminal charge for any felony or serious misdemeanor will result in automatic suspension without pay. Finaldisciplinary decisions will be made on the basis of US Airways' investigation of all surrounding circumstances, and maynot be based on the disposition of any criminal charges.Where dictated by local or state law, employees will be placed on suspension pending a file review prior to termination ofemployment.

Employee Assistance Program (EAP)EAP treatment and discipline are two separate issues. If an employee has committed an offense warranting discipline,the discipline should be administered, even if the employee seeks assistance through the EAP. Discipline is not to bewaived because an employee is seeking help for an addiction or other problem.

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us attendance point 2008

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