Employee Handbook v.2025

Excused absence occurs when an employee takes time off from work with approval. These absences are typically planned and authorized for various reasons, including medical appointments, scheduled health care appointments or procedures, vacations, or protected leave under laws such as Arizona Paid Sick Leave (AZ PSL), Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and Workers' Compensation (WC). In some cases, documentation, such as a doctor's note, may be required to document the reason for the absence. Again, CODAC understands that not all absences can be approved in advance. Staff should let HR know if their absence may be based on any reason protected including Arizona Paid Sick Leave, the Family and Medical Leave Act, the Americans with Disabilities Act, or similar laws. If employees are unable to report for work on any particular day, they must call their supervisor at least two (2) hours, or as soon as practical, before the time the employee is scheduled to begin working for that day. CODAC may inquire about the general reason for an absence or tardiness. Unless extenuating circumstances exist, employees must call in on each and every day they are scheduled to work but will not report to work. Excessive absenteeism or tardiness may result in disciplinary action up to and including termination of employment, unless the absence or tardiness is legally protected. The following are examples of types of time off that will not be considered grounds for disciplinary action under this policy:  Approved leaves of absence, including jury duty leave, military leave, leave protected under the Family and Medical Leave Act or similar state laws, and time off or leave provided under the Americans with Disabilities Act or similar state laws; and/or  Time off due to a work-related injury that is covered by workers' compensation. Each situation of absenteeism or tardiness will be evaluated on a case-by-case basis. Even one unexcused absence or tardiness may be considered excessive, depending upon the circumstances. However, CODAC will not subject employees to disciplinary action or retaliation for an absence or for tardiness that is legally protected. If the employee believes that their absence or lateness to work is legally protected, the employee should notify their manager of this fact at the time of the absence or tardiness. Except when permitted by law, employees will not be required to reveal the nature of any underlying medical condition. If an employee believes they have been mistakenly subject to disciplinary action for an absence or for tardiness that the employee believes is legally protected, the employee should promptly discuss the matter with their manager or Human Resources. Absent extraordinary circumstances or a legally protected reason, if employees fail to report for work without any notification to their supervisor and their absence continues for a period of three (3) days, CODAC will consider that the employee has abandoned and voluntarily terminated their employment. PERSONAL ELECTRONIC DEVICES Although CODAC permits employees to bring personal electronic devices—such as smartphones, tablets (e.g., iPads), and similar devices—into the workplace, employees are expected to remember that working time is for work. Use of these devices should be limited to nonworking time, such as meal and rest breaks. Outside of these times, personal use should be kept to a minimum and limited to emergencies only.  Excused time off and other forms of paid time off;  Sick leave provided under a mandatory sick leave law;

Employee Handbook v. 05.2025

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