Trinity Operating Procedures - TOPs

TOP-ABSEN: Attendance Policy

Rev: 2/27/2019

Scope: This procedure covers Trinity Forge's attendance policy and control plan regarding tardiness, absence and scheduled training of timecard employees.

Procedure:

TRINITY FORGE ATTENDANCE POLICY

Poor attendance habits lower productivity and put a burden on other team members. Everyone is expected to be here as scheduled and late arrival, early departure and absences are to be avoided. On the other hand, everyone occasionally faces a situation such as illness, accident or family emergency which prevents them from being here as scheduled. Trinity Forge’s policy is to have a clearly defined Attendance Control Plan (see below) which enforces the company’s requirement for dependable attendance while providing latitude for the uncontrollable factors in team members’ lives. This plan’s effective date is January 1, 1996.

Any question or dispute involving this policy will be resolved by the HR Manager (or, in his/her absence, the VP-Manufacturing). This policy does not alter the "Employment At Will" nature of employment at Trinity Forge, Inc.

ATTENDANCE CONTROL PLAN

Good attendance involves your being here when your supervisor has scheduled you to work. Typically this simply means being here when the shift is scheduled, but there are also situations, notably in the maintenance department, in which a supervisor and employee work out another schedule. It is the responsibility of the employee to know the schedule and to observe it.

Trinity Forge uses a point system to track attendance. Consistent good attendance adds to your "score" and tardiness or absence deducts. Having a score in the positive range means you are performing within the bounds the company considers reasonable for a good employee. If you let your score become negative, you are beyond what the company considers normal bounds and you are putting your continued employment at risk. Specifically, the point system works as follows:

Every employee starts off with 5 positive points upon being hired.

Negative points are given for the following:

• Unscheduled absence without clear notification of supervisor within the first 2 hours of the shift = -4 points.
• Unscheduled absence with clear, timely notification of supervisor = -2 points (multiple days of illness within the same week are considered as one incident).
• Unscheduled late arrival, early departure or mid-shift absence = -1 point (more than two hours lost becomes a -2 point absence).
• Failure to attend scheduled training = -5 points.
• Failure to punch in or out during a scheduled shift (unless time clock not working) = -2 points.

"Unscheduled" means the supervisor was not able to plan the absence before the day it occurs.

Unlike the previous attendance plan, there is no annual resetting of points. Only consistent, good attendance recovers lost points.

Anytime your loss of points takes you into (or further into) negative territory you are considered to be in violation of the attendance policy and your employment will be reviewed by your supervisor, his/her manager and the HR Manager to decide whether disciplinary action or immediate termination is appropriate. At a minimum, the following disciplinary actions will be taken as you cross these thresholds:

• Score of -1 point: written warning to personnel file.
• Score of -4 points: 1-day suspension (first time only: score reset to zero).
• Score of -7 points: 1-week suspension (first time only: score reset to zero).
• Score of -10 points: automatic termination.

The most serious attendance violation is to neither come in nor notify your supervisor. Anyone who commits this violation will be reviewed for possible termination. Three consecutive days without notification leads to automatic termination, and will be considered as a voluntary resignation.

Work scheduling is critically important to this plan. Typically the schedule is set around business needs, but the following personal needs are always accommodated in scheduling if the employee notifies the supervisor prior to the day of the absence:

• Funeral leave.
• Jury duty.
• Maternity leave.
• Military leave.
• Special accommodations per the Americans with Disabilities Act or the Family Leave Act.

Any individual who has not performed productive work on the premises of the Company of a continuous period of 180 continuous calendar days will be automatically considered to have resigned and will be terminated as an employee, except where prohibited by law. The Company will count days toward the 180 day total, regardless or reason for absence, except where prohibited by law. An individual whose employment is terminated under this policy may fill out a job application to reapply for work and this job application will be considered under the circumstances at the time.

This policy is not intended to excuse or authorize absence which violate any other policy of the Company.

TIME PUNCH-IN POLICY

The following are basic rules about documenting your shift on the time clock:

• You may not clock in more than 15 minutes before scheduled starting time, or more than 15 minutes after your scheduled end time
• Your time will be docked in 15 minute intervals (i.e. 16 minutes late - employee will be docked 30 minutes, or if an employee leaves at 3:40 time will end at 3:30, etc.)
• If you clock in even one minute late, you will be considered tardy, and your pay will be docked 15 minutes
• You must clock out before leaving the plant for any reason, whether at the end of your shift, lunch, or any other reason
• You may not work overtime without advance approval from your supervisor or manager
• It is a violation of company policy to perform work while not clocked in. If you feel anyone has asked you to work off the clock, let the HR Manager know immediately
• Do not tamper with the time clock or falsify your time records
• Any employee caught clocking another employee in or out will be terminated immediately
• Notify your supervisor if:
• You have any questions about how to clock in
• You notice any defects in the time clock
• You fail to clock in or out
• You think the hours the time clock says you were punched in, and the actual number of hours you worked are different

Please note that nothing in this procedure in any way restricts the employment-at-will relationship between Trinity Forge and its employees ... any employee may be terminated at any time at the discretion of the company.

Revision history: