Page 391 - 2024 Orientation Manual

2.5 TARDINESS AND ATTENDANCE

As the purpose of the LSBA is to serve the needs of its Members and the public, it is important that all
Employees are present every work day and on time. If, for any reason, an Employee cannot report to
work on time, or for all or part of the work day, he/she must promptly notify his/her supervisor or the
Executive Director. Such notice should be made in advance as circumstances permit.

In the event of an emergency or unexpected illness, notice should be given by the Employee no later
than 30 minutes after his/her starting time, as circumstances permit.

If an Employee is absent more than one (1) work day, he/she is required to promptly notify his/her
supervisor or the Executive Director of each additional day of unexpected absence, unless a specific
date for the Employee’s return to work has been given.

An Employee who is absent for three (3) or more work days without prior approval or proper notice to
his/her supervisor or the Executive Director may be deemed to have abandoned his/her job position
and may be terminated, unless circumstances indicate such leave may be approved under the LSBA’s
available leave policies.

The LSBA reserves the right to require proof of illness, accident or emergency. In the case of an
extended medical absence, a doctor’s excuse must be obtained, with the date to be released to return to
work. Also in cases of extended leave due to illness or injury, when an Employee seeks to return after
leave, he/she must obtain an authorization to return to work slip for his/her protection and the LSBA’s
protection. In those cases, where the Family and Medical Leave Act (“FMLA”) applies, reference
should be made to the LSBA’s FMLA policy.

It is not acceptable for Employees to occasionally or periodically fail to call-in on a particular day or to
have patterned, repeated or repetitious absenteeism surrounding weekends and holidays. Repeated
unexcused absences and excessive tardiness are disruptive to the LSBA’s daily business operations and
may subject an Employee to disciplinary action, up to and including termination.

Absences, late arrivals and early departures covered by an Employee’s use of approved family or
medical leave under the FMLA and/or the ADA, military leave, Workers’ Compensation or other
applicable law are not considered grounds for disciplinary action.

2.6 MEAL PERIODS AND BREAKS

Each Employee is entitled to one hour for lunch each work day. Lunch breaks must be taken between
the hours of 11 a.m. and 2 p.m. If deemed necessary, lunch breaks may be staggered by an
Employee’s supervisor or the Executive Director to ensure proper office staffing coverage.

Sixty minutes will be deducted from a non-exempt Employee’s reported time each work day. A non-
exempt Employee may not unilaterally waive his/her meal period to shorten his/her work day or to be
used in lieu of time without pay. Prior approval must be obtained from the Employee’s supervisor or
the Executive Director for any Employee who has a legitimate need to waive a scheduled meal period.

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