• Work 30 good days with no issues
• Miss work or show up late? Your count starts over at 0
• Having trouble? We can add up to 10 extra days (two times, 5 days each)
• After 40 days max, you move to Probation or we part ways
• No productivity bonus during Onboarding

• Work 120 good days after Onboarding
• Each problem adds 15 more days you need to work
• No starting over - problems just add more time
• Perfect record? You're done in 150 total days (30 + 120)
• Productivity bonus IS available during Probation!

• 30-minute grace period for clock-in (instead of 60 seconds)
• 5-minute grace for break return (instead of 60 seconds)
• Maximum 1 point penalty (instead of 2)
• Won't trigger instant zero-bonus rules

• Every 16 hours of approved OT = 1 Protected Day
• Maximum 2 Protected Days at a time
• Protected Days expire after 30 days
• Use it when requesting time off = no point penalty!

Rationale: New employees need time to learn while demonstrating basic reliability. The reset-on-infraction model creates urgency without immediate termination.

• Reset on infraction: Counter returns to 0 for any attendance issue
• Extensions: Up to 2x5-day extensions (40 days max total)
• When to extend: Employee shows improvement, circumstances were unusual, or they're close to completion
• When NOT to extend: Pattern of issues, lack of effort, or attitude problems
• No productivity bonus: Still learning, focus should be on reliability

Rationale: Graduated employees proved basic reliability; now we assess long-term fit. Cumulative penalties (no reset) acknowledge that everyone has occasional issues.

• +15 days per infraction: Problems delay graduation but don't reset progress
• Why cumulative: Recognizes that life happens; focuses on overall pattern
• Productivity bonus available: Eligible employees can earn bonus during Probation
• Decision point: If someone accumulates significant delays, evaluate whether they're a good fit

• No-show: Scheduled day with no clock-in AND no approved absence. Extends 1 month per additional no-show.
• 3+ same-day absence instances: Pattern of last-minute call-outs (counted per request, every 3 days = 1 instance). Extends 1 month per additional.
• 3+ 60-min late instances: Serious punctuality issues. Extends 1 month per additional.
• 5+ points lost: Too many cumulative issues (no extension).

• First-time issue from otherwise reliable employee
• Genuine emergency with documentation
• Family medical situations
• Employee proactively communicated

• Pattern of last-minute requests
• Vague or suspicious reasons
• Previous warnings ignored
• Team coverage would be impossible

• 30-min grace for clock-in (vs. 60 sec normally)
• 5-min grace for break return (vs. 60 sec normally)
• Max 1 point penalty (vs. 2 for 60+ min late)
• No zero-bonus triggers from OT day issues
• OT paid as approved: Exact approved amount (30 min = 30 min, 1 hour = 1 hour)
• Why: OT often means unusual circumstances, fatigue, schedule disruption

• 16 OT hours = 1 Protected Day (max 2 at a time)
• Expires after 30 days (use it or lose it)
• Employee chooses when to use for any absence
• Effect: No point penalty for that absence
• Why: Rewards OT work with flexibility when life happens

Q: Employee was late - should I correct it?
A: No. The system handles lateness automatically. The 60-second grace is built in. Beyond that, points apply as designed. Rules exist for fairness - don't override them.

Q: Employee had a car accident and couldn't call ahead.
A: They should submit an absence/late request with documentation (police report, hospital visit). The documentation can reduce the point impact. Approve the request if legitimate.

Q: Employee is in Onboarding and had their second issue. Should I extend?
A: Consider: What was the issue? Are they showing effort? Is it a pattern or isolated? Extension is a second chance, not guaranteed. Two extensions max (5 days each).

Q: Someone used Protected Time but the absence was suspicious.
A: Protected Time prevents point penalty, not scrutiny. If you suspect abuse, have a conversation. Pattern of suspicious use may warrant action outside the bonus system.

Q: Employee asks me to approve a retroactive absence request.
A: Generally deny unless there's a genuine reason they couldn't request in advance (hospitalization, emergency). "I forgot" is not a valid reason.

Q: An employee has 0% bonus and is demoralized.
A: Have a conversation. Acknowledge the situation, discuss what happened, and focus on the next period. The system resets - there's always a fresh start ahead.