BR Interviewing, Inc. (“BRI”)
Part-Time, On-Call Attendance Policy
BRI’s attendance policy accommodates its employees and allows it to better meet its projected work schedules. BRI’s expectations and the consequences, i.e., including the assessment of disciplinary “points,” of excessive absenteeism and policy infractions are outlined below. All employees are expected to comply with this policy, as explained below, under all circumstances.
▪ When unable to report to work, employees are expected to call/email his/her/their Human Resources Department (“HR”) as soon as possible unless extraordinary circumstances exist which prevent notification. Notification should be sent to HR@brinterviewing.com.
▪ It is each employee’s responsibility to know his or her work schedule and report to work at the times and on the days scheduled. Failing to check your schedule is not proper justification for being absent.
▪ When making a schedule change, a “revised/change” schedule email must be submitted to HR and the revision is not effective until approved!
▪ Each interviewer will be allowed to change his/her schedule every rolling 30 days!
▪ Unavoidable situations which cause more than one consecutive absence will be recorded as one absence in the employee’s attendance records, when proper documentation is provided.
There are several terms that must be defined in order to have a common understanding of BRI’s policy and expectations, as follows:
Documentation
Documentation excusing illness, confirming outages, stating bereavement, emergency situations, travel plans, jury duty, etc. must be presented within 48 hours of returning to work. All circumstances will be reviewed on a case-by-case basis. Absences or tardiness which are covered by the Family and Medical Leave Act, Americans with Disabilities Act (ADA) or similar state or local laws, or result from unforeseeable or emergent situations, are not subject to disciplinary action procedures.
Call Out
A call out occurs when an employee calls to report he/she is not coming to work for any reason. Each Call-Out will warrant 3 points.
Late Arrival
An employee who is not present on the call floor at the start of their scheduled shift is considered a Late Arrival. Each Late Arrival will warrant 2 points. If the employee has not worked at least half of their scheduled shift, it will be considered as a Call Out which would warrant 3 attendance points.
▪ Employees are expected to be ready to begin working at the start of their scheduled shift. Simply arriving at their scheduled start time is not sufficient. At the start of the scheduled shift, all employees should know their job assignment, seat assignment and be ready to begin work.
Left Early
An employee who leaves the interviewing floor and is not on break is considered to have left early. Each Left Early will warrant 2 attendance points. If the employee has not worked at least half of their scheduled shift, it will be considered as a Call Out which would warrant 3 attendance points.
▪ Employees are required to be dialing and completing surveys until the end of their scheduled shift. Leaving the interviewing floor prior to the end of a scheduled shift for any non-emergency or other permitted reason is prohibited.
No Show
An employee who does not report for work and does not contact HR prior to the start of his/her/their scheduled shift is considered a no show. Each No Show will warrant 8 points.
▪ There is no acceptable excuse for an employee being a No Show for a scheduled shift. When an employee is a No Show, an attempt will be made to contact the employee. If the employee reaches three consecutive No Shows, it will be considered Job Abandonment and will result in immediate termination.
RTO (Request Time Off)
An employee who wishes to request any time off for a regularly scheduled shift, must submit a Request Time Off petition on our scheduling platform When I Work. Requested time off will be either approved or denied by our HR Department. https://bit.ly/InfoRequestTimeOff
To Request time off, an employee must request a minimum of 5 days prior to the Scheduled Shift/s. If an employee must request more than 14 consecutive days off, an email requesting an unpaid LOA (Leave of Absence) must be sent to our HR Department email hr@brinterviewing.com.
Weekend shift requests will only be considered and approved as RTO, if you have worked 3 consecutive regularly scheduled weekend days.
*Any dates or times outside of the dates stated above will not be excused and will need to be RTO on When I Work as a new/additional submission.
An employee will be given a verbal (email) warning once they accumulate 8 or more attendance points in a quarter (3-month period). Once an employee reaches 16 or more attendance points that is considered the 2nd threshold and will be placed on attendance probation. Any employee who violates probation by accumulating 24 or more points will be placed on a 3-day suspension. Lastly, if an interviewer reaches 32 points the interviewer will be subject to further consequences, up to and including termination.
8 points -- First Warning
16 points -- Probation
24 points -- 3-day suspension
32 points -- Subject to further consequences, up to and including termination
However, consistent with its policy of “at will” employment, as set forth in its employee handbook, BRI is not required to follow any internal “probation” or other policy or procedure, or assess any minimum number of “points,” before it terminates the employment of any employee(s), except as required by law.