This policy applies to Wingate Healthcare in its entirety, including all employees.

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1 Subject: Attendance Policy (MA) Policy Number: Signature: Kim Ianiro, VP HR Original Issue: Approved: Michael Benjamin, EVP & GC Date: Prepared By: Human Resources Department Effective Date: Purpose: The employee's punctual and regular attendance on the job is important to the well-being and care of Wingate s patients; all jobs depend on everyone's contribution. Absences, tardiness and early dismissals impact the Company's ability to provide consistent and superior service to its patients and may unfairly burden other employees. For these reasons, the Company expects employees to report to work as scheduled, on time and prepared to work. Employees are also expected to remain at work for the entire work schedule unless authorized not to. Late arrival, early departure, or other absences from scheduled hours are disruptive and should be avoided. The purpose of this policy is to promote the efficient operation of the Company and minimize unscheduled absences. Scope: This policy applies to Wingate Healthcare in its entirety, including all employees. Procedure: Employees are expected to report to work on-time and according to scheduled hours for each scheduled workday. Employees are expected to call their immediate supervisor/manager at least two hours prior to scheduled work time to report absences, tardiness or requests for early dismissal. If an employee is experiencing excessive absenteeism, tardiness and/or early dismissals due to a personal medical reason, to care for an ill family member, or due to domestic violence, the employee should consult with his/her manager and/or their Human Resources Representative. These absences, lateness and early dismissals may be covered by protections for time off under Massachusetts state law or the Family Medical Leave Act FMLA. Such time off may require paperwork from the employee and medical care provider. Employees with unexcused excessive absenteeism, tardiness and/or early dismissals may be subject to disciplinary action up to and including termination of employment. Attendance: Attendance is based on the number of individual unscheduled occurrences. Whether the absence is covered by Paid Time Off ( PTO ) or unpaid is not determinative as to whether it will be counted as an occurrence. When an employee has exceeded a certain number of unscheduled occurrences in a six-month period beginning with the first unscheduled occurrence that is not covered by Wingate s sick time policy, the employee may be subject to disciplinary action (Refer to the Absence Matrix Guidelines). An occurrence is considered as: Page 1 Absence ( call-out ) for one workday not scheduled at least 48 hours in advance with the completion of a Time Off Request Form and approval by the employee s manager and

2 not covered by the paid sick time policy, and/or; Absences ( call-outs ) for three or more consecutive workdays not covered by the paid sick time policy and not scheduled at least 48 hours in advance with a completion of a Time Off Request Form and approved by the employee s manager (and not part of an approved Family Medical Leave Act/Small Necessities Leave Act leave of absence). A doctor s note is required for absences of 3 or more days. Two consecutive workdays not covered by the paid sick time policy and not scheduled at least 48 hours in advance. This will be considered two separate occurrences for the purposes of this policy. If an employee provides a doctor s note to substantiate the 2 day absence, those absences will be considered as 1 occurrence. Tardiness: Employees are expected to arrive on-time and prepared for their work shift to ensure that they will be able to provide services as scheduled. An employee is expected to call his/her manager/supervisor at least two hours prior to his/her scheduled shift on the scheduled day if they are going to be late. It is expected that the employee will reach his/her direct supervisor live to report his/her tardiness rather than leave a message. Disciplinary action may be given to an employee who is repeatedly late for work in circumstances that are not covered by Wingate s paid sick time policy (Refer to the Tardiness/Leaving Early Guidelines Matrix). Employees are expected to be at work on time, ready to perform the duties of their position. Note: The time clocks are set to allow employees to punch-in up to seven minutes late for payroll rounding purposes only. This is not permission to arrive after the scheduled start time for the shift. Early Dismissals: An early dismissal occurs when an employee leaves his or her work shift prior to its scheduled conclusion without approval in circumstances that are not covered by the sick time policy. Employees are expected to work their shifts as scheduled by the facility and should minimize their requests for early dismissal. In the event an employee is aware they will require early dismissal from work, the employee is expected to notify their manager, providing as much advance notice as possible but no later than two hours prior to the start of their shift during which they will require early dismissal. Managers may use their discretion in granting the employee's request to leave work early and should consider the needs of the employee and the needs of the business when making this decision. No Call/No Show: An employee s failure to report to work without notification to their supervisor/manager is deemed a No-Call No-Show unless the incident is covered by the sick time policy. Failure to report to work for one scheduled shift within a rolling 12 month time period will result in a Performance Improvement Plan/Final Warning. If an employee has a 2 nd occurrence of a No- Call No-Show within a rolling 12 month time period, the employee will be considered for termination, as long as they had a previous warning as stated above. This employee will be ineligible for rehire. Three consecutive days of a no call no show is considered a voluntary resignation and the employee is not eligible for re-hire. One No-Call No-Show during an employee s first 90 days of employment will result in immediate termination of employment. The employee will be ineligible for rehire. Page 2

3 Notification Employees unable to report to work must call their supervisor/manager directly at least two hours prior to the start of his/her scheduled shift that same day for each day s absence. Employees who are absent for three consecutive days or four unscheduled absences in a threemonth period may be required to obtain medical certification, documenting dates of absence and expected return date related to the illness of the employee or a dependent. Providing medical documentation for an absence may not exclude an absence from being considered an occurrence, unless the occurrence is covered under a Company approved absence or sick time. An employee may qualify for an approved leave of absence under the FMLA or Small Necessities Leave Act (SNLA) by applying for a leave of absence in writing to his/her manager/supervisor and receiving final approval for the FMLA leave of absence from the facility Human Resources Representative. Employees are expected to work their assigned schedule. If an employee signs up to work an additional shift outside of his/her normal work schedule, this is also considered part of their schedule for that week and attendance is covered under this policy. In addition, if a pattern of excessive absences, tardiness or early dismissal occurs, at a manager s discretion, an employee may not be granted additional work shifts outside of his/her normal work schedule until the employee has demonstrated a sustained pattern of active work status without additional occurrences of absence, tardiness or early dismissal. Page 3

4 WINGATE HEALTHCARE ABSENCE GUIDELINES MATRIX Once Discipline occurs, the rolling year starts. If marked improvement has been made for six consecutive months a new rolling time period will begin. Action To Be Taken Verbal Counseling Written Warning Performance Improvement Plan (PIP) Termination of Employment 4 Unscheduled Absences within a 6 month period of time [do not count paid sick time]. X 6 Unscheduled Absences [do not count paid sick time] X X 7 Unscheduled Absences [do not count paid sick time] X X X 8 Unscheduled Absences [do not count paid sick time] X X X X 1 No Call No Show within the 1st 90 Days N/A N/A N/A X 1 No Call No Show after 1st 90 days N/A N/A X 2nd No Call No Show N/A N/A X X X Indicates this step has been completed X Indicates action to be taken N/A indicates Not Applicable Page 4

5 WINGATE TARDINESS/EARLY DISMISSALS GUIDELINES MATRIX Once Discipline occurs the month rolling year starts. If mark improvement has been made for six consecutive months a new rolling time period will begin. Action To Be Taken Verbal Counseling Written Warning Performance Improvement Plan (PIP) Termination of Employment 4 Tardy and/or Early Dismissal within a 6 month period of time [do not count paid sick time]. X 6 Tardy and/or Early Dismissal [do not count paid sick time] X X 7 Tardy and/or Early Dismissal [do not count paid sick time] X X X 8 Tardy and/or Early Dismissal [do not count paid sick time] X X X X X Indicates this step has been completed X Indicates action to be taken N/A indicates Not Applicable Page 5