Attendance Policy


The purpose of this policy is to establish for each employee the requirement that they work all scheduled hours as deemed necessary by their position and in accordance with established employment contracts.

The West Egg Group places a high value on attendance and punctuality and expects all employees to arrive at work at their scheduled shift times. Regular attendance and consistent punctuality are critical to the goals, objectives, effectiveness, and standards of business operations.

Employees who are chronically absent or tardy adversely affect productivity and staff morale, thus diminishing the quality and level of normal business operations.


The West Egg Group considers an employee absent if he or she does not attend work as scheduled, regardless of cause. The primary objectives of this policy are to:

  • Reduce instances of unscheduled or disruptive absenteeism or attendance, as well as foster responsible leave usage by employees;
  • Improve employee morale by reducing the negative effects of absenteeism on employees who perform the duties of their absent colleagues; and
  • Enhance service to clients, customers, and business partners by promoting excellence in employee attendance.
Employee Responsibilities

Each employee is responsible for notifying their lead/supervisor or the Operations Team of sick day absence for each day that the absence occurs, regardless of cause, after they have submitted their leave request via Humanity (the Company’s Scheduling & Time Attendance platform).

Employees who are absent without excuse may be subject to progressive disciplinary action.

Employees who fail to arrive for their scheduled shift and have not contacted their Lead/Supervisor or the Operations Team regarding their absence are likely to be subject to disciplinary action.
An employee who does not intend to report to work because of illness (or any other reason) must notify their Operations Team, by telephone no less than 1 hour of their regularly scheduled starting time. Failure to provide required notification of any absence whatsoever may result in disciplinary action.

Any employee who remains absent for more than three consecutive business days without excuse or authorization can be considered as having abandoned and resigned from their position.

An employee who has been absent due to illness or injury for more than 3 days per calendar year shall have their attendance record reviewed; they might have to submit a physician’s note or other medical evidence to obtain additional sick days for that year.

Unacceptable attendance includes (but is not limited to) unexcused or persistent early departure during scheduled working hours, abuse of established sick leave benefits, or tardiness.

Employees are considered tardy if they arrive to work 1 minute or more later than their scheduled start time. If an employee arrives at their shift late without having contacted either their Lead/Supervisor and/or Operations Coordinators and management has already deployed a replacement the tardy employee will be sent home with no pay and is subject to further disciplinary action.

Abuse of sick days will not be tolerated. the Operations Coordinators have been instructed to remain vigilant of the following sick leave patterns, particularly if the patterns are chronic and persistent:

  • Absence on weekends when the employee is scheduled to work;
  • Absences during the day before or the day after scheduled vacation day or statutory holiday; or
  • Situations where the absence coincides with desirable days off.
Management of Absenteeism

The Operations Teams are responsible for managing attendance in their respective areas and shall ensure that appropriate documentation is collected and filed in appropriate circumstances.
Management shall communicate the organizational requirements for attendance, maintain attendance records, and provide appropriate assistance to staff members, as necessary.

Disciplinary Action

If a staff member fails to meet the stated expectations for attendance, a meeting will take place between the employee and their manager to discuss the situation, and determine any valid explanation that may exist. Where the rationale is determined to be unsatisfactory, appropriate disciplinary actions may be implemented.

Disciplinary action for excessive absenteeism, poor attendance, or other violations of this policy can be administered, in progression, according to the procedures outlined in the progressive discipline policy.