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Rehan,
To echo anagram’s sound advice, you should partner with your HR (and possibly legal) department to formulate your attendance policy. This would ideally cover the requirements for contacting the appropriate person or group for absences as well as leaving work early. Depending on your location and local laws, it could be as simple as:
1 Leaving Early without permission = ½ Occurrence.
1 No Call No Show = 1 Occurrence.
1 Occurrences in a 90 Day timeframe would result in a verbal warning
2 Occurrences in a 90 Day timeframe would result in a written warning
3 Occurrences in a 90 Day timeframe would result in a final warning
4 Occurrences in a 90 Day timeframe would result in termination
Once you have an acceptable and legal policy the real work will begin, as you have to change some behaviors and attitudes in the workplace if you want the new policy to work. Communication, effective change management and coaching will be the key.
Some questions you might want to consider:
How will the attendance policy be tracked?
Who is responsible for enforcing the policy? And how will you ensure the policy is applied consistently and fairly?
What performance metrics are in place for attrition? You might drive attrition of agents, is your company prepared for this? (staffing, training and development of new people)
If you need specifics please drop me a note, and let us know how it goes.
Les
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