Attendance and punctuality

Objective

To ensure that all employees of Strathfield Sports understand the importance of attendance and punctuality. Absenteeism and tardiness impact our ability to effectively provide Strathfield Sports services.

Responsibilities

1. Managers/Supervisors
   • Be a role model for the behaviours and values of Strathfield Sports Club.
   • To assist in the administration and implementation of this policy.
   • Manage instances where this policy has not been adhered to.
   • Take a proactive approach in managing employees’ attendance and punctuality.
   • Ensure employees are aware of the Attendance and Punctuality policy.
   • Consult with Senior Management for direction and advice
2. Employees
   • Fulfilling the obligations under their contract of employment and attending work in accordance with contracted and rostered working hours.
   • Adhere to the Attendance and Punctuality Policy.
   • Comply with all reasonable directions provided by their Manager/Supervisor.

Guidelines

• Employees must arrive and be prepared to commence work at their scheduled start time (this includes returning from breaks). Employees must notify their direct Manager/Supervisor on duty if they are running late. If an employee is running more than 15 minutes late, it will be noted and if further instances of lateness occur, disciplinary action may result.
• If an employee is late, they should report to their Manager/Supervisor and explain the reason(s) for the late attendance.
• Employees must sign on/out on the iPad provided at the commencement and end of their shifts and sign on and off for meal breaks. This policy is utilised as a means of verifying attendance and punctuality.
• It is the Employee’s responsibility to regularly check Deputy and their Strathfield Sports email to ensure they have the most up to date roster.
• Employees have the responsibility to attend their rostered shift if they are medically fit to do so. Personal commitments should be attended to during off duty hours or with prior approved leave.
• Where reasonable, rostered employees who are sick must provide a minimum of four (4) hours’ notice if they are unable to attend work.
• All employees must provide a medical certificate for each day taken as personal leave. The medical certificate is required to be provided for the entire period of the absence and on each occasion.
• Employees have 7 days from the day taken as personal leave to provide a copy of the medical certificate either in hard copy to General manager, or via email to chris@strathfieldsportsclub.com.au. Supervisors and Managers may request a hard copy of any medical certificate provided by email. A failure to provide a medical certificate within the 7-day period will be recorded on the employee file and may result in disciplinary action being taken.
• Should a concern arise in relation to an employee’s fitness to perform the inherent requirements of their role, the employee may be required to obtain a clearance certificate before recommencing work.
• Employees that do not present to work without any notification (no show) may face disciplinary action. Two (2) or more consecutive days of a no show will be considered job abandonment and may result in termination of employment.
• Unacceptable absenteeism (as a guide only – 5 days in a qualifying period or 10 days thereafter) will be addressed with the employee by their Manager/Supervisor and may lead to disciplinary action.
• Absences will be reviewed, monitored and followed up by their Manager/Supervisor for absence trends. I.e., leave absences taken just before nor just after rostered days off, public holidays leave and denied leave days.
• Unacceptable punctuality (that is more than 3 occasions per 12 months) will be addressed with the employee by their Manager/Supervisor and may lead to disciplinary action.
• All issues/concerns with an employee’s ability to attend or perform their duties whilst at work should be in the first instance referred to their Manager/Supervisor.
• Managers/Supervisors in conjunction with General Manager should review the overall leave record and the reasons for, and patterns of, absence. Attempts should be made to resolve any identified problems and a course of action appropriate to the circumstances determined. This may include but not limited to:
  • making reasonable adjustments to work practices.
  • re-enforcing this policy.
  • issuing a written warning if the employee continues to have an unsatisfactory personal leave record or punctuality record, and inform the employee of their obligations; or
  • a review meeting scheduled to determine if an employee’s obligations under this have been met.
• Employees are entitled to submit a swap of shift suggesting an alternate employee who is not currently rostered to undertake their shift. It is at the ultimate discretion of the General Manager and or Operation Manager as to whether or not the swap of shift will be accommodated, taking into account such factors as potential overtime and coverage for sick calls. Employees submitting a swap of shift form are obligated to check whether their swap of shift has been approved either through email or through Deputy. If approval has not been granted, the Employee submitting the request is obligated to attend their rostered shift and a failure to do so will be managed in accordance with this policy.

Long Term Absence due to Illness/Incapacity

• An employee can take as much paid personal leave as they have accumulated to get better from illness/injury (non-compensable).
• The employee is to remain in regular contact with their Senior Management team.
• The employee must provide medical certificate(s) for the duration of the absence.
• The employee must provide a clearance certificate prior to returning to work.
• Termination of employment may be considered where the illness/injury is longer than 3 months in a 12-month period (whether based on a single illness or injury or separate illnesses or injuries) where the absence is unpaid.
  • This will be managed on a case-by-case basis.
  • The provision of restricted (suitable) duties if appropriate may be considered by Strathfield Sports Management.
  • If the employee is not able to return to pre-illness/injury duties they may be sent for a medical examination by a doctor or specialist occupational physician to determine the employee’s long-term prognosis in regard to carrying out the inherent requirements of their position at Strathfield Sports discretion.

Breach of Policy

Strathfield Sports Club has an obligation to consistently apply and enforce this policy. Employee must understand and comply with this policy.

Any employee who breaches this policy shall be subject to counselling, training, and/or disciplinary action, which may include termination of employment.

Scope

This policy applies to all employees of Strathfield Sports Club.

Matters related to underperformance and misconduct are often complex and this policy should be used as a guide. The circumstances surrounding under performance or misconduct, and the seriousness of the matter, will determine the level of disciplinary action that is appropriate.

All matters will be dealt with on a case-by-case basis.