ATTENDANCE AND PUNCTUALITY POLICY

1. PURPOSE:
Establish reasonable and necessary controls to ensure adequate attendance system and to maintain
company discipline and decorum.

2. SCOPE
This policy is applicable to all probationary, temporary or permanent employees working for
…………………………………………………

3. POLICY STATEMENT

3.1. Attendance Policy:

3.1.1. Punctual and regular attendance is essential responsibility of each employees at UNICERAMIC
QATAR W.L.L
3.1.2. Working schedules and starting times are established by the department head based on business
And production needs, the department head is responsible for Communicating work schedules to
Subordinates. Hod should submit department duty schedule to HR DEPARTMENT beginning of every
Month and incase of any changes in submitted schedule will be accepted if the factory manager
Approved. Head office duty schedule is 08:00 AM to 04:00 PM on Sunday to Thursday.
3.1.3. Employees are expected to be at their work station in a fit condition and ready to work at starting
Time Work activity should commence at starting times and continue until the normal designated
Stopping times for breaks, lunch, or the end of work.
3.1.4. HOD’S should monitor their employee’s attendance on a regular basis and address unsatisfactory
Attendance.

3.2. Absence Policy:

3.2.1. In the event of absence from an assigned work schedule, the employee is required to report the
Absence to the Company. When reporting absence, the employee must telephone his or her
Supervisor or other designated individual as specified by management.
3.2.2. In the event the employee cannot reach a Supervisor or Manager, the absence should be reported
To the Human Resource Department. The employee must call within one hour of scheduled start
time.
3.2.3. Only HMC and authorized centers from QCHP sick leave certificates are accepted in case of sick leave
The company reserves the right to require an employee to submit a physician's certificate in the
event
Of repeated absences for the medical reasons or in the event of medical absences exceeding three
Days.
3.2.4. Excused Absence: An employee's absence will be considered excused if the employee provides
proper
And timely notification deemed satisfactory to the Supervisor or Manager. Timely notification means
Calling in on the day of absence or providing notice in advance for absences which can be
anticipated.
3.2.5. Unexcused Absence: An employee‘s absence will be deemed unexcused when an employee fails to
Call in, gives a late notice, and fails to give notice in advance for an absence which could be
anticipated,
 Exceeds the number of length of absences as defined by policy or authorized in advance by the
Supervisor or Manager.
3.2.6. In the event an employee is absent for seven consecutive days or total fifteen days in a year without
Prior notice or approval. Such absence is viewed as job abandonment and the employee can be
Terminated after GM approval.

3.3. Overtime Policy:

3.3.1. Employees in the company are eligible to receive overtime payment in compensation for hours
worked
In excess of the normal working hours (8 hours and 30 minutes break) upon prior approval of HOD,
Direct manager, HRD.
3.3.1. HOD should submit their department monthly over time report AND absentees report to HRD before
25 th of every month.

5. PROCEDURE

5.1. Making of Attendance

5.1.1. Ensure the entry is showing appropriate Check IN or Check OUT.

5.1.2. Non-recording of Check in/Check out or both will be counted as absent if not reported to HR on the
Same date through the Supervisor with regularization form.
5.1.3. Delayed check out will not be counted for OT unless approved or pre-scheduled.
5.1.4. In cases when an employee's face is not recognized by the Terminals, Employee has to fill in the
Attendance regularization form and submit to HRD within a maximum of 2Working days for the
Missing attendance, else HRD will apply the proper disciplinary action.
5.1.5. Other than system error, an employee shall be allowed two (3) timekeeping corrections each
Month. If he exceeds this, other errors are subject to salary deduction after GM approval.
5.1.6. The HRD shall accommodate timekeeping corrections due to incomplete entries within two days
Upon receipt of the automated timekeeping report. Corrections made beyond the specified
Schedule shall not be accommodated. Hence subject to salary deduction after GM approval.
5.1.7. The HRD shall only accept timekeeping corrections with complete signatures of proper
Authorities such as the Dept. Manager, HRM, GM.

5.2. Tardiness

5.2.1. Excessive tardiness shall be subjected to corrective discipline or termination. Excessive tardiness is
Defined as four or more instances of lateness in a calendar month and is subject to corrective
Discipline. Any 12 instances of lateness in a calendar year are considered grounds for discharge
After top management approval.
5.2.2. An employee's request to leave work early may be considered by the Supervisor or Manager
Approval of such absences should be based upon the urgency of the reason for absence and
Department staffing needs. As a general guide, early leaving should not exceed two instance per
month.
5.2.3. In case of any scheduled official meeting during morning or evening intimate same on the day to HR
Dept. by Mail.

5.3. Duty Flexibility to Managers & selected key staff.

 5.3.1. Head of Departments could start their daily duty hours with a flexibility time-in for maximum 30
Minutes From 8:00 AM to 8:30 AM and based on time-in; the employee will continue working for 8
Hours and will finish his/her duty between 4:00 PM to 4:30 PM.
5.3.2. Any timing in (starting duty) for this category after 8:30 AM will be considered as tardiness and
Needs a justification form to be sent to HRD.

6. DISCIPLINE & CONSEQUENCES

Unexcused Absence and Tardiness Occurrences/Days Discipline Step Action

4 Occurrences per Step 1:
month Verbal Warning  
6 Occurrences per Step 2:
15 Minutes and month Written Warning 1/4 day pay deduction*
less than 30 Step 3:
minutes without 8 Occurrences per Final Written
permission or month Warning 1/2 day pay deduction*
reasonable 10 Occurrences per Step 4:
excuse month Termination  
4 Occurrences per Step 1:
month Verbal Warning 1 day pay deduction*
Tardiness: 6 Occurrences per Step 2:
30 Minutes and month Written Warning 2 days’ pay deduction*
less than 60 Step 3:
minutes without 8 Occurrences per Final Written
permission or month Warning 3 days’ pay deduction*
reasonable 10 Occurrences per Step 4:
excuse month Termination  
60 Minutes or
without
permission or
reasonable
excuse 1 occurrence Written Warning 1 day pay deduction*

Step 1: Deduction absence days+

2 days Verbal Warning 1/4 day pay deduction*

Absence without permission or Step 2: Deduction absence days+

reasonable excuse(consecutive or 4 days Written Warning 1/2 day pay deduction*
nonconsecutive) Step 3:
Final Written Deduction absence days+
8 days Warning 1 day pay deduction*
Step 4:
10 days Termination  
Employee who fail to follow Bio 2 days Step 1:  
metric machine for attendance Verbal Warning
 4 days   1/2 day pay deduction*
record(for time IN/OUT) and fail to
8 days   1 day pay deduction*
inform HRD
10 days   2 days’ pay deduction*

All deductions are subject to HRM & GM Approval.