How Many Points at Walmart Before Fired A Guide to Attendance.

How many points at Walmart before fired? This seemingly simple question unlocks a world of policies, procedures, and potential consequences, a complex landscape that every Walmart associate navigates. We’re about to embark on an exploration of Walmart’s attendance policy, a journey filled with the nitty-gritty details of point accumulation, the thresholds that trigger disciplinary actions, and the various paths employees can take to manage their attendance records.

Imagine yourself as a seasoned explorer, mapping uncharted territories, and uncovering the secrets hidden within Walmart’s employee handbook. We’ll delve into the heart of the matter, shedding light on the crucial factors that shape your employment journey within the retail giant.

From the precise mechanics of point accrual for different types of absences to the expiration dates that offer a breath of fresh air, we’ll dissect the system with precision and clarity. We will cover everything from understanding the types of absences that don’t incur penalties to the process of appealing decisions and knowing your rights as an employee. This is more than just a recitation of rules; it’s a guide to empowering yourself with knowledge, ensuring you’re well-equipped to navigate the often-turbulent waters of attendance policies and the potential impacts on your career.

Think of it as your compass, guiding you through the intricate maze of Walmart’s expectations, helping you stay on course.

Walmart’s Point System Overview

Understanding Walmart’s attendance policy is crucial for maintaining employment. This system, while seemingly straightforward, has nuances that can significantly impact an associate’s job security. Accruing too many points can lead to disciplinary action, up to and including termination.

How Points Are Accrued

Walmart employs a point-based attendance system to manage employee absences and tardiness. Points are assigned based on the type and frequency of attendance infractions. The accumulation of points over a rolling six-month period determines the consequences. The goal is to encourage consistent attendance and minimize disruptions to store operations.

Absence Types Leading to Point Accumulation

Several types of absences can result in point accumulation. Each scenario carries a specific point value, making it important to understand the distinctions. These points are applied based on the circumstances surrounding the absence, and knowing these details helps associates manage their attendance responsibly.

Point Values Assigned to Absence Scenarios

The point values vary depending on the nature of the absence. It’s important to be aware of the specific point values to avoid accumulating excessive points. This information is usually detailed in the associate handbook or available through management.

Table of Absence Types and Corresponding Point Values

Here’s a breakdown of the point values associated with different attendance infractions. This table provides a clear reference for understanding how absences impact an associate’s point total. Remember, these values can be subject to change, so always refer to the most current company policy.

Absence Type	Point Value	Description	Notes
Calling Out (Unexcused)	1 Point	Failure to report to work as scheduled without a valid, documented reason.	Requires proper notification per company policy (e.g., calling the store).
Calling Out (Unexcused – Key Event Date)	2 Points	Absence on a day designated as a “key event date” by Walmart.	Key event dates are typically high-volume sales days or important operational periods.
Tardiness	0.5 Points	Arriving late for a scheduled shift.	Exceeding a grace period (e.g., 9 minutes) can trigger a point.
Leaving Early	0.5 Points	Leaving a shift before the scheduled end time.	Similar to tardiness, a grace period might apply.
No Call, No Show	2 Points	Failing to report to work and failing to notify the store of the absence.	This is considered a serious infraction.

It is important to remember that these points accumulate over a rolling six-month period. Once an associate accumulates a certain number of points, disciplinary action will be taken.

The Termination Threshold: How Many Points At Walmart Before Fired

Reaching the termination threshold at Walmart is a serious matter, representing the culmination of attendance-related infractions. Understanding this threshold, and the process that follows its breach, is crucial for all Walmart associates. It’s a point where your employment status undergoes a significant shift, so knowing the details is paramount.

Specific Point Threshold for Termination

The specific number of points that trigger termination at Walmart is, generally, 5 points. Accumulating 5 points or more typically leads to the termination of employment.

Variations Based on Position or Tenure

The termination threshold, for the most part, does not fluctuate based on an employee’s position or their length of service. The standard remains at 5 points. However, it’s worth noting that certain management positions might face stricter attendance expectations, although the termination point itself generally remains consistent.

The Process Upon Reaching the Termination Threshold

When an employee accumulates the required number of points, a specific sequence of actions is initiated. This process is designed to ensure fairness and provide the employee with opportunities to address the situation. It’s a formalized procedure, designed to be consistent across all stores and associates.The steps Walmart follows when an employee reaches the termination threshold are as follows:

• Notification: The associate is formally notified, typically by their direct supervisor or a member of the management team. This notification may be delivered in person or via written communication. The notification will clearly state the reason for the meeting (excessive points) and the potential outcome (termination).
• Review of Attendance Record: A thorough review of the associate’s attendance record is conducted. This involves verifying the accuracy of all points accumulated, checking for any errors, and confirming that all absences were correctly categorized.
• Opportunity to Respond: The associate is given an opportunity to provide any explanation or documentation related to their absences. This might involve presenting doctor’s notes, or other relevant evidence that may have been missed or not processed correctly.
• Management Decision: After reviewing the attendance record and considering the associate’s response, management makes a final decision. This decision is typically based on Walmart’s established policies and procedures.
• Termination (if applicable): If the decision is made to terminate employment, the associate is informed of the decision, and the termination process is initiated. This includes providing the associate with details regarding their final pay, benefits, and any other relevant information.

Point Expiration and Reduction

Navigating Walmart’s point system requires understanding not only how points are accrued but also how they fade away. Knowing the timelines and the opportunities for point reduction is crucial for maintaining good standing and avoiding disciplinary action. This section will delve into the specifics of point expiration and the circumstances that can lead to their removal.

Point Expiration Timeframe

Points at Walmart are not permanent fixtures on your record. They have a lifespan, providing a ‘reset’ opportunity. Generally, points expire after a specific period, giving associates a chance to clear their slate. The standard timeframe for point expiration is six months from the date the point was issued. This means that if you receive a point on January 1st, it will typically disappear from your record on July 1st of the same year.

This rolling system offers a degree of flexibility and allows associates to demonstrate improved attendance and performance over time.

Circumstances for Point Removal or Reduction

Points can be removed or reduced under certain circumstances. These situations often involve providing appropriate documentation or demonstrating that the initial reason for the point was invalid. It’s essential to familiarize yourself with these scenarios, as understanding the process can potentially save you from disciplinary action. The specific criteria and processes for point removal can vary slightly depending on the situation and local store policies.

Always consult with your manager or HR representative for the most accurate information regarding your specific circumstances.

Examples of Point Removal

One common scenario involves providing valid documentation for an absence. For example, if you are absent due to a medical appointment and provide a doctor’s note, the point associated with that absence may be removed. Another example includes situations where there was an error in the initial point assignment. If a point was issued in error, and you can provide evidence to dispute it, such as incorrect scheduling or system glitches, the point may be removed.

Scenarios for Point Removal or Reduction and Required Actions

Understanding the specific scenarios that can lead to point removal and the required actions is essential. Here are some common situations:

• Medical Absence with Documentation: If you’re absent due to illness or a medical appointment, and you provide a valid doctor’s note or other medical documentation, the point may be removed.
  • Required Action: Submit the documentation to your manager or HR representative within the timeframe specified by Walmart’s policy (usually within a few days of your return to work).
• Approved Leave of Absence: If you are on an approved leave of absence (e.g., FMLA, personal leave) and adhere to the terms of your leave, points associated with absences during the leave period should not be applied.
  • Required Action: Ensure your leave is properly approved and documented through the appropriate channels. Follow all procedures Artikeld in your leave of absence agreement.
• Error in Point Assignment: If a point was assigned in error (e.g., incorrect scheduling, system error), you can dispute it.
  • Required Action: Provide evidence to support your claim (e.g., a copy of your schedule, communication with your manager). Discuss the issue with your manager and/or HR representative.
• Bereavement Leave: Absences due to the death of a family member may be covered by bereavement leave, and points may be waived.
  • Required Action: Provide documentation as requested by Walmart, such as a copy of the death certificate or obituary.
• Jury Duty/Court Appearance: Absences related to jury duty or court appearances are typically excused, and points may be removed upon providing the necessary documentation.
  • Required Action: Provide the court summons or other official documentation to your manager or HR representative.

Types of Absences That Don’t Accrue Points

Navigating Walmart’s attendance policy can feel like a tightrope walk, but understanding which absences are excused and won’t ding your point total is key to maintaining a healthy employment record. Knowing these exceptions can save you from unnecessary stress and potential disciplinary action.

Excused Absence Categories

Certain situations warrant excused absences, meaning you won’t accumulate points for missing work. These are typically related to circumstances beyond your control or situations covered by company policy. Understanding these categories is the first step in protecting your attendance record.

• Approved Leave of Absence: This includes leaves for medical reasons (like FMLA), personal leaves, and educational leaves, provided they are properly requested and approved in advance. The specific requirements for each type of leave vary.
• Jury Duty or Subpoena: If you’re required to attend jury duty or are subpoenaed to appear in court, your absence is excused. You’ll typically need to provide documentation, such as the jury summons or subpoena, to your manager.
• Bereavement: Walmart provides time off for the death of a family member. The specific amount of time and the definition of “family member” are Artikeld in the company’s bereavement policy.
• Work-Related Injury or Illness: If you’re injured or become ill at work and require medical attention, your absence related to the incident is generally excused. You’ll need to follow the proper procedures for reporting the injury or illness.
• Other Company-Recognized Events: This could include things like required training sessions or company-sponsored events that take place during your scheduled work hours.

Documentation Requirements for Excused Absences

Providing proper documentation is crucial for ensuring your absence is excused. Without it, you could still be penalized. The type of documentation needed depends on the reason for your absence.

• Medical Documentation: For medical-related absences, a doctor’s note is usually required. This note should specify the dates you were unable to work and the reason for your absence. Ensure the note is on official letterhead and signed by a healthcare professional.
• Legal Documentation: For jury duty or court appearances, you’ll need to provide the official summons or subpoena.
• Death Certificate or Obituary: For bereavement leave, you’ll typically need to provide a copy of the death certificate or an obituary as proof of the family member’s passing.
• Work-Related Incident Reports: If your absence is due to a work-related injury or illness, you’ll need to provide the incident report filed with Walmart.
• Other Documentation: For other excused absences, such as required training, you’ll need to provide proof of attendance or participation, such as a certificate of completion or a notification from the company.

Requesting and Obtaining Excused Absences

The process for requesting and obtaining an excused absence varies slightly depending on the situation, but the general steps remain consistent. Following these procedures will help ensure your absence is properly documented and doesn’t negatively impact your attendance record.

Procedure for Requesting an Excused Absence:

1. Notify Your Manager: As soon as you know you’ll be absent, inform your manager or supervisor. This should be done as far in advance as possible, especially for planned absences.
2. Submit the Necessary Documentation: Provide the required documentation to support your absence. This could include a doctor’s note, jury summons, or other relevant paperwork.
3. Follow Company Policy: Adhere to Walmart’s specific procedures for requesting and documenting absences. This may involve using a specific online system or form.
4. Keep Records: Maintain copies of all documentation and communication related to your absence for your records. This is helpful if any discrepancies arise.

Disciplinary Actions and Appeals

Navigating Walmart’s point system requires understanding not only how points are accrued but also the steps the company takes when those points reach a certain threshold. It’s a process designed to address attendance issues while offering employees opportunities to improve and, if necessary, challenge decisions. This section Artikels the disciplinary actions, the appeal process, and who to contact for assistance.

Disciplinary Actions Before Termination

Walmart employs a progressive disciplinary system. This means that consequences escalate based on the severity and frequency of attendance issues. The goal is to provide employees with opportunities to correct their behavior before termination becomes necessary.

Here’s a breakdown of the typical steps:

• Verbal Warning: This is the first step, often triggered after an employee accumulates a certain number of points (e.g., 2-3 points, depending on the store and specific circumstances). The verbal warning serves as a reminder of the attendance policy and a chance to address the underlying issues contributing to the points. The manager will usually discuss the attendance concerns, provide feedback, and set expectations for future attendance.

• Written Warning: If attendance issues persist, a written warning is issued. This formal document Artikels the specific attendance violations, the points accumulated, and the expectations for improvement. It also serves as documentation for future disciplinary actions if attendance doesn’t improve. This warning is often kept in the employee’s file for a specific period, and further attendance issues during this time could lead to more severe consequences.

• Final Written Warning: This is the penultimate step. It signifies that the employee is nearing the termination threshold. This warning reiterates the attendance policy, the points accumulated, and the potential consequences of further violations, which is termination. It usually includes a specific timeframe for improvement and emphasizes the seriousness of the situation.
• Termination: This is the final step, taken when an employee accumulates the required number of points (e.g., 5 points) within a specified timeframe, or when a final written warning has been issued and further violations occur. Termination is a significant consequence, and employees have the right to appeal the decision.

The Appeal Process for Point or Termination Decisions

Walmart provides a formal process for employees to appeal decisions related to points or termination. This process ensures fairness and allows employees to challenge decisions they believe are unjust or based on inaccurate information.

The appeal process typically involves these steps:

• Informal Discussion: The initial step is usually to discuss the issue with the direct supervisor or a member of the management team. This informal discussion allows the employee to voice concerns and potentially resolve the issue quickly.
• Formal Appeal: If the informal discussion doesn’t resolve the issue, the employee can initiate a formal appeal. This typically involves submitting a written appeal to the store manager or a designated Human Resources (HR) representative. The appeal should clearly state the reason for the appeal, any supporting documentation, and the desired outcome.
• Investigation: The HR department or a designated management team will investigate the appeal. This may involve reviewing attendance records, interviewing witnesses, and examining any supporting documentation provided by the employee.
• Decision: Based on the investigation, a decision is made. The employee will be informed of the decision in writing, including the rationale behind it. The decision may uphold the original decision, modify it (e.g., reduce the points), or overturn it entirely.
• Further Appeals (If Applicable): Depending on the outcome of the initial appeal and company policy, employees may have the option to escalate the appeal to a higher level within the company, such as regional HR or corporate HR. The availability of this option and the process for doing so should be clearly Artikeld in the company’s policies.

It’s important to remember that the appeal process should be followed diligently. Missing deadlines or failing to provide adequate documentation can weaken the appeal.

Contact Information for Questions or Concerns

Employees should know who to turn to for assistance with the point system, disciplinary actions, or the appeal process. This ensures that they have access to the resources they need to navigate these processes effectively.

Here’s who employees can contact:

• Immediate Supervisor: The first point of contact for any questions or concerns is typically the employee’s immediate supervisor. They can provide initial guidance and clarification on the point system and attendance policies.
• Human Resources (HR) Department: The HR department is responsible for administering the point system and handling disciplinary actions and appeals. Employees can contact HR for clarification on policies, assistance with the appeal process, and to address any concerns about the fairness or accuracy of decisions.
• Ethics Hotline: If an employee believes there has been a violation of company policy or ethical misconduct, they can contact the Walmart Ethics Hotline. This is a confidential channel for reporting concerns and ensuring they are investigated appropriately.

Flow Chart: Disciplinary Action and Appeal Process

Here’s a visual representation of the disciplinary action and appeal process, designed to provide a clear understanding of the steps involved:

Phase 1: Attendance Issues

Event	Action	Description
Attendance Violation	Point Accrual	Employee receives points based on the absence or tardiness according to the attendance policy.
Point Threshold Reached (e.g., 2-3 points)	Verbal Warning	Supervisor discusses attendance concerns, provides feedback, and sets expectations.
Continued Attendance Issues	Written Warning	Formal written warning outlining violations and expectations for improvement.
Further Attendance Issues	Final Written Warning	Warning of potential termination for further violations.
Termination Threshold Reached (e.g., 5 points)	Termination	Employee is terminated according to the attendance policy.

Phase 2: Appeal Process

Event	Action	Description
Employee Disagrees with Decision	Informal Discussion	Employee discusses concerns with the supervisor.
Informal Discussion Fails to Resolve Issue	Formal Appeal	Employee submits a written appeal to HR or the store manager.
Appeal Received	Investigation	HR or management investigates the appeal.
Investigation Completed	Decision Made	Employee is informed of the decision in writing.
Employee Disagrees with Decision	Further Appeal (if available)	Employee may escalate the appeal to a higher level.
Final Decision	Resolution	The final decision is communicated to the employee.

Note: This flow chart is a simplified representation. Specific procedures and timelines may vary based on store, state, or federal laws.

State and Local Laws

Navigating the world of employment laws can feel like traversing a complex maze. Walmart, being a massive employer with a presence across the nation, must meticulously adhere to a patchwork of state and local regulations that significantly impact its attendance policies. These laws can create variations in how the point system operates, affecting everything from point accumulation to the procedures for termination.

Impact of State and Local Laws

Understanding the impact of state and local laws on Walmart’s attendance policies is crucial for both employees and the company. These laws introduce variations in the point system, potentially altering how points are earned, how they affect disciplinary actions, and even the termination process. The specifics vary widely depending on location, creating a complex web of rules.

Attendance Policy Variations Across States

Walmart’s attendance policies aren’t a one-size-fits-all deal. They must be tailored to comply with the legal landscapes of each state. Differences in laws regarding sick leave, family leave, and other employee protections directly influence how the point system functions.

• Sick Leave Laws: States and localities with mandatory paid sick leave laws, such as California, New York City, and Washington, D.C., often require employers to allow employees to accrue paid sick time. This might mean that absences covered by paid sick leave don’t accrue points, or accrue fewer points, compared to states without such laws. For instance, an employee in a state with paid sick leave might not receive any points for a sick day if they use their accrued time, while an employee in a state without such a law might receive a full point.

• Family and Medical Leave Act (FMLA) and State-Level Equivalents: The federal FMLA provides unpaid, job-protected leave for certain family and medical reasons. Some states, like California and New Jersey, have expanded upon this with their own family leave laws that may offer paid leave or more generous provisions. Absences covered by FMLA or state-level equivalents are generally protected, meaning points are usually not assessed. However, Walmart still needs to adhere to the requirements for documentation and notification under these laws.

• Wage and Hour Laws: State wage and hour laws can impact how Walmart manages attendance. For example, some states have stricter regulations regarding meal breaks or rest periods. Failure to provide these breaks could lead to legal action, and employees might need to take time off to address violations, which could affect the point system depending on the situation.
• “Ban the Box” Laws: While not directly related to attendance, “Ban the Box” laws, which restrict employers from asking about an applicant’s criminal history early in the hiring process, can influence the types of background checks and employment practices Walmart employs, indirectly affecting how it handles employee discipline, including attendance-related issues.

Examples of Law’s Impact on Point Accumulation and Termination

State and local laws directly shape how Walmart handles attendance, including how points are earned and how termination is handled.

• California’s Paid Sick Leave: A Walmart employee in California who takes a sick day and uses their accrued paid sick leave typically won’t receive any points. However, a similar absence in a state without paid sick leave might result in point accumulation, depending on the specifics of Walmart’s policy in that state.
• New York City’s Earned Safe and Sick Time Act: This act provides employees with paid safe and sick time. If an employee in New York City calls out sick and provides the necessary documentation, they likely will not receive points. If they do not provide documentation or exhaust their allotted time, they might accrue points.
• Family and Medical Leave Act (FMLA): An employee taking FMLA leave, whether in a state with additional family leave benefits or not, generally won’t accumulate points for absences covered by FMLA. However, they must follow Walmart’s procedures for requesting and documenting FMLA leave.
• Termination Procedures: Some states have “at-will employment” laws, meaning employers can terminate employment for any reason not considered discriminatory. Other states may have stricter requirements, such as requiring a “just cause” for termination. This can affect how Walmart approaches terminations related to attendance, particularly when points have accumulated.

Changes to the Point System Due to State and Local Laws

State and local laws can force Walmart to adapt its point system to stay compliant. These adjustments can impact several aspects of the system.

• Point Accrual: Laws mandating paid sick leave or family leave often dictate that absences covered by those laws don’t result in point accrual.
• Point Thresholds: The point threshold for disciplinary action or termination might be adjusted based on local laws, especially if certain absences are protected.
• Documentation Requirements: State laws might require specific documentation for absences, which, if provided, could exempt an employee from point accrual.
• Appeals Process: Local laws might influence the appeals process for attendance-related issues, requiring Walmart to have a fair and transparent process.
• Protected Absences: Laws may define specific absences as protected, meaning no points can be assigned, regardless of Walmart’s general policy.

Employee Rights and Responsibilities

Navigating the world of employment at Walmart, it’s crucial for every associate to understand their rights and responsibilities concerning attendance. This knowledge empowers you to manage your work life effectively and advocate for yourself when necessary. Understanding these aspects fosters a respectful and transparent work environment.

Understanding Attendance Policy Resources

Walmart provides a variety of resources designed to help associates grasp the attendance policy thoroughly. Accessing these resources ensures you’re informed and can avoid potential misunderstandings.

• The Wire: This is your primary source. The Wire, accessible on computers in the breakroom and via your personal device, hosts the complete attendance policy, including FAQs, updates, and contact information for HR. Think of it as your digital handbook for all things Walmart.
• People Lead/HR: Your People Lead or the Human Resources department is your go-to for personalized assistance. They can clarify any confusion about the policy, explain how points are assigned, and discuss specific situations. Don’t hesitate to reach out; they’re there to help.
• Associate Handbook: The physical or digital Associate Handbook contains a summarized version of the attendance policy, along with other essential workplace guidelines. It’s a great starting point for a quick overview.
• Team Meetings: Regularly scheduled team meetings often include discussions about attendance and company policies. Take advantage of these opportunities to ask questions and stay informed.

Tracking Attendance Records, How many points at walmart before fired

Keeping tabs on your attendance is a proactive step in managing your employment. Walmart offers several convenient ways to monitor your points and attendance history.

• The Wire: You can access your attendance record directly through the Wire. This includes the number of points you’ve accumulated, the dates of absences, and any associated explanations.
• Me@Walmart App: The Me@Walmart app, available on your personal smartphone, provides real-time access to your attendance information. You can check your points, request time off, and manage your schedule.
• People Lead/HR: If you prefer a physical record or have specific questions, you can request a printout of your attendance record from your People Lead or the HR department.

Accessing Attendance Records: A Detailed Illustration

Let’s walk through how to access your attendance record via the Wire, using a detailed, illustrative example.
Imagine you’re standing in front of a computer in the breakroom, ready to check your attendance.

1. Log In: You log into the Walmart system using your employee ID and password. The homepage appears, displaying various options.
2. Navigate to “My Information”: You look for a section labeled “My Information” or something similar, typically found in the top navigation bar or a side menu. Click on it.
3. Find “Attendance”: Within “My Information,” you’ll find a subsection dedicated to “Attendance” or “Time and Attendance.” Click on this link.
4. View Your Record: A new page opens, displaying your attendance record. This is presented in a table format.

The table contains several columns:

• Date: The date of each absence or tardiness.
• Reason: The reason for the absence, such as illness, personal, or approved time off.
• Points: The number of points assigned for each instance.
• Explanation/Comments: Any notes or explanations related to the absence.
• Total Points: Your current total point count.

You can review this information to ensure its accuracy. If you notice any discrepancies, immediately contact your People Lead or HR.

Potential Modifications to the Policy

The ever-evolving landscape of employment necessitates a constant review of company policies, and Walmart’s attendance policy is no exception. This section delves into potential modifications, past adjustments, and factors that shape the future of this critical framework. Understanding these dynamics is key for both associates and management.

Recent Changes and Updates

Walmart, like any large corporation, regularly updates its policies to reflect changes in the business environment, legal requirements, and employee feedback. While specific details can vary by location and time, here’s a general overview of recent shifts:* Technology Integration: The adoption of more sophisticated scheduling and attendance tracking systems has been a major trend. This includes mobile apps for employees to view schedules, request time off, and potentially even manage points.* Pandemic-Related Adjustments: The COVID-19 pandemic prompted significant temporary changes, such as relaxed point systems for illness-related absences and expanded leave options.

Some of these adjustments, or variations of them, may have been integrated into the permanent policy.* Increased Focus on Associate Well-being: There’s a growing emphasis on employee well-being, potentially reflected in policies that offer more flexibility for mental health days, doctor’s appointments, or other personal needs.

Factors Influencing Future Policy Changes

Several elements contribute to the ongoing evolution of Walmart’s attendance policy:* Legal Compliance: Changes in federal, state, and local labor laws are a primary driver. For instance, new laws regarding sick leave or protected leave can necessitate policy adjustments.* Employee Feedback: Walmart often solicits feedback from its associates through surveys, focus groups, and other channels. This input helps identify areas for improvement and ensure the policy is fair and effective.* Business Needs: Shifts in business strategy, such as the introduction of new store formats or changes in customer demand, can influence staffing needs and, consequently, the attendance policy.* Competition: To attract and retain talent, Walmart must remain competitive with other retailers.

This can involve adjusting the policy to offer more attractive benefits and flexibility.* Technological Advancements: The continuous development of workforce management tools offers new opportunities to streamline attendance tracking and scheduling, leading to potential policy modifications.

Past Policy Modifications: Examples

Examining historical changes provides valuable context:* Point Threshold Adjustments: The number of points required for disciplinary action, including termination, has been modified over time. These changes reflect adjustments to the balance between accountability and employee flexibility.* Exemptions and Accommodations: Walmart has added or modified categories of absences that are excused or do not accrue points, such as those related to jury duty, bereavement leave, or military service.* Leave of Absence Policies: The types and duration of leave available to associates have evolved, reflecting changes in legal requirements and employee needs.

This includes modifications to the Family and Medical Leave Act (FMLA) or the introduction of new leave options.* Performance-Based Considerations: In some instances, the company has integrated performance evaluations into the attendance policy, potentially offering leniency for high-performing associates.

Mock-up of a New Attendance Policy with Proposed Modifications

This is a hypothetical example. Actual policies will vary. Walmart Attendance Policy – Proposed RevisionsI. PurposeThis policy Artikels the guidelines for attendance and punctuality at Walmart. It aims to ensure adequate staffing to meet customer needs while providing associates with flexibility. II. Point System Overview* Associates accrue points for unexcused absences, tardiness, and leaving shifts early.

Each occurrence will result in a point accumulation, based on the specific nature of the absence or tardiness.

III. Point Accumulation* Unexcused Absence: 1 point

Tardiness (More than 10 minutes late)

0.5 points

Leaving Early (More than 10 minutes early)

0.5 points

No Call, No Show

2 points IV. Absence Excusal* Associates are required to notify their supervisor or use the designated online system before the start of their shift.

The following absences may be excused with proper documentation (e.g., doctor’s note)

Medical appointments

Illness (with doctor’s note for absences exceeding three consecutive days)

Bereavement leave

Jury duty

• Military leave
• Absences due to approved FMLA or other protected leaves will not result in point accumulation.

V. Point Thresholds and Consequences* 3 points within a 6-month rolling period: Verbal warning

5 points within a 6-month rolling period

Written warning

7 points within a 6-month rolling period

Final written warning

9 points within a 6-month rolling period

Termination of employment VI. Point Expiration and Reduction* Points will expire after six months from the date of the occurrence.

Associates can reduce their point total by demonstrating improved attendance and meeting specific performance goals, as determined by their supervisor.

VII. Proposed Modifications* Mental Health Days: One excused absence per calendar year, with no documentation required, for mental health purposes.

Advance Scheduling

Associates will have access to their schedules at least three weeks in advance.

Attendance Bonuses

Associates with perfect attendance for a quarter may be eligible for a bonus.

Flexible Scheduling Options

Increased availability of shift trades and swaps. VIII. Appeals Process* Associates may appeal any disciplinary action related to the attendance policy through the established grievance process. IX. Policy ReviewThis policy will be reviewed and updated at least annually or as needed to comply with legal requirements and address business needs.