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1. Caraustar Industries, Inc.
Human Resources Policies and Procedures
Effective Date:
July 13, 2015
Section:
Employment
Policy No.
3.0c
Subject:
ATTENDANCE (IPG) Hourly Non-Union
Last Updated By:
Approved:
11-17-14 Craig Rollins, VP – Operations, IPG
Page:
1 of 2
1. PURPOSE:
To reinforce the importance of regular and consistent attendance and to establish general policy to address
associates who do not report to work on a regular and consistent basis as scheduled.
2. GENERAL PROVISIONS:
An associate’s regular attendance is fundamental to the employment relationship. Customers, co-workers,
safety, productivity, quality and costs all can be adversely impacted when an associate does not report to
work as scheduled. Therefore, it is expected that an associate report to and work as scheduled and keep
absences to a minimum. Some absences, however, will be considered excused from work. Such absences
will include those absences covered by approved leave of absence such as those applicable to
Federal/State/Local law such as FMLA as an example; vacation; medical (receiving Sickness & Accident
or Workers’ Compensation benefits); Funeral; Jury service; absences due to layoff or plant shutdown.
SPECIAL CIRCUMSTANCE: One (1) full-day absence per twelve-month period, which would normally
result in the assignment of an attendance point, will be excused for the illness of an associate or an
immediate dependent family member (spouse or child), provided that the associate furnishes a written
excuse in a timely manner from a licensed medical professional. Such documentation must be on the
official form of the licensed medical provider and must clearly specify the date of service, the patient’s
name, and be signed by the licensed medical provider.
In the event an associate is not able to report to and work as scheduled, the following will provide general
guidance on how the absence will affect their employment with the Company.
A. Definition of Absence: An absence is defined as any time the associate is not at work during their
scheduled work time. Such absence may be an absence from the associate’s entire work schedule or
absence for a portion of the associate’s work schedule, including tardiness and leave early.
B. Reporting of Absence: In the event an associate is unable to work as scheduled the associate is
responsible to provide notification for each absence to the Company as designated by local procedure but
no later than at least one (1) hour prior to the start of the associate’s work schedule unless such notification
is not humanly possible. In such instance, the associate shall report the inability to work as scheduled as
soon as humanly possible. When reporting an absence, information to be reported shall include:
1. Date of absence,
2. Duration of absence,
3. Date and time expected to report to work,
4. Description of the reason for not being able to report to work as scheduled.
In the event an associate is unable to complete the associate’s work schedule, the associate shall notify
associate’s supervisor or designated Company alternate to discuss the need to leave work. In the event the

2. associate believes the need to leave work still exists and the associate does leave work, the associate may
be subject to the administrative procedure for failing to work as scheduled.
C. Administrative Procedure for Failing to Work As Scheduled: In the event an associate does not work
as scheduled the following administrative procedures shall apply.
Infraction Points
Failure to clock in/out at start and end of work hours .5 point
Leave early ( ≤ 1 hour prior to end of assigned work schedule) .5 point
Tardy ( ≤ 1 hour after start of assigned work schedule) .5 point
Leave early ( > 1 hour prior to end of assigned work schedule) 1 point
Tardy ( > 1 hour after start of assigned work schedule) 1 point
Full schedule absence when notification is 1 hour or more prior to work schedule start 1.5 points
Full schedule absence when notification is less than one hour prior to shift 2 points
Full schedule absence when no notification made (no call/no show) 3 points
D. Administrative Action:
The accumulation of the following points, within a twelve-month period, shall result in the corresponding
administrative action as notice to the associate that the associate’s failure to work as scheduled is not
acceptable. While it is anticipated that administrative action will be progressive in nature, not all
circumstances will support a progression of administrative action. Therefore, based upon the specific
circumstances, a simultaneous accumulation of points could result in any of the administrative actions.
Accumulated Points Administrative Action
3 points Documented Verbal Warning
6 points Written Warning
9 points Three (3) Day Suspension without pay
12 points Termination of Employment
Three Consecutive Days No Call/No Show Termination of Employment
Patterns of failure to work as scheduled may also result in administrative action. Patterns could include
situations similar, but not limited, to: failure to work every other Monday or Friday; failure to work the day
after payday.
Points for absences/tardies that are more than 365 days old will be dropped from the associate’s record.
3. RESPONSIBILITIES
It is the responsibility of all associates covered by this policy to comply with the policy. Additionally, it is
the responsibility of each associate to be aware of the associate’s status relative to the administrative action
and accumulation of points. Supervisors and Managers are responsible to enforce the policy and insure
compliance with the policy. Human Resources is responsible for interpreting and maintaining the policy.
Associates may access this policy through their Human Resources Administrator or on the Company
Intranet at http://www.caraustar.net.
Complaints of non-compliance with this policy may be made through the local complaint procedure, to
local facility management, to Corporate Human Resources, or to the Company Hotline.