Page 30 - TMCF 2025 HR Team Manual

PUNCTUALITY AND ATTENDANCE
TMCF expects all team members to report to work on a reliable and punctual basis. Absenteeism, early departures from work and late arrivals burden fellow team members and the operations of TMCF. Team members who cannot avoid being late to work or are unable to work as scheduled must contact their supervisor as soon as possible.
Team members must provide their supervisor with an honest reason or
explanation every time he or she is absent or late or leaves early. Team
members must also inform their supervisor of the expected duration of any
absence. TMCF will comply with applicable laws relating to time off from work, but it is every team member’s responsibility to provide sufficient information to enable TMCF to decide. Team members must notify their supervisor of any change in status as soon as possible.
A team member who fails to contact his or her immediate supervisor or the human resources department may be considered as having voluntarily resigned.
Continuing patterns of absences, early departures or tardiness regardless of the exact number of days may warrant disciplinary action, up to and including termination of employment.
PERFORMANCE EVALUATIONS
In order to attract and retain a highly qualified and competent workforce, TMCF has instituted a performance management program to evaluate team members and provide feedback regarding their performance. Team members will receive annual performance reviews designed to discuss performance and skills plus any developmental needs and interests.
All team members are expected to meet TMCF’s standards of work performance. Work performance encompasses many factors, including attendance, punctuality, personal conduct, job proficiency and general compliance with TMCF policies and procedures. If a team member does not meet these standards, TMCF may, in its sole discretion, take corrective action ranging from informal counseling, formal written warnings and/or corrective action/ performance improvement plan, up to and including termination of employment. Team members who have received formal written warnings and/or corrective action plans generally are not eligible for salary increases, bonus awards, promotions or transfers during the warning/corrective action plan period.
Based on the successful completion of performance objectives that will be determined by every supervisor, TMCF team members are eligible to participate in the TMCF bonus plan. At the end of the year, every team member
will undergo a performance evaluation which will determine if the team member is eligible for an annual bonus within their bonus bracket percentage. Doing this will allow the supervisor to evaluate the team member’s performance throughout the year.
Supervisors are to conduct a mid-year performance review no later than July 1. The mid-year performance review will allow team members to make performance improvements prior to their annual review.
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