Attendance Improvement Program Manager
7 days left
- Full Time
Graduation from an accredited college or university with a Bachelor's Degree in Business Administration, Labor Relations, or related field. Minimum of six (6) years of progressively responsible experience in analyzing, implementing, administering, and evaluating staffing programs and their associated policies, procedures, and guidelines, preferably in a transportation environment.
Or, an equivalent combination of post high school education and ten (10) years of progressively responsible experience in analyzing, implementing, administering, and evaluating staffing programs and their associated policies, procedures, and guidelines, preferably in a transportation environment.
This is highly responsible, senior professional and managerial work of a complex nature in analyzing, implementing, administering, and evaluating the Authority's attendance improvement program which monitors and assesses absenteeism by hourly employees for medical reasons consistent with associated policies, procedures. The incumbent refines and recommends modifications to the policies and procedures, governing the attendance improvement program including the number and length of occurrences warranting administrative and/or disciplinary review and action. This position analyzes various factors relating to absenteeism, determines and recommends appropriate administrative and/or disciplinary actions in cooperation with Division management, and monitors identified employees for appropriate follow-up actions. Employee ensures that all actions taken are consistent with Authority policies, collective bargaining agreements, and applicable Federal law. Employee has considerable latitude for independent judgment and action within established guidelines.
Ensures that new managers, supervisors, and represented employees receive orientation regarding the attendance improvement program and its associated policies and procedure.
Conducts refresher training programs for current managers, supervisors, and rank-and file employees regarding revisions to the Authority's attendance improvement program and its associated policies and procedures.
Recommends modifications to the policies, procedures and guidelines pertaining to the attendance improvement program.
Analyzes the facts/factors, on a case-by-case basis, for each hourly employee identified as being excessively absent for medical purposes in cooperation with Medical Services while maintaining the strictest confidentiality for all shared information. Such facts/factors include, but are not limited to: number of occurrences, number of days absent, overall attendance record (including accrued sick leave), length of service and overall work record; the presence or absence of major medical problems, the prognosis for medical recovery allowing return to regular attendance, the duration of past absences, the anticipated duration of future absences based on prognosis, culpability for the absences, the extent to which absences are attributable to work-related injuries, and the impact the absences have upon office and/or Authority operations. Determines other relevant factors, the weight of each factor in decision-making for each case, and whether employees have met the criteria for/definition of excessive absenteeism.
Recommends appropriate administrative actions including, but not limited to, continuation of regular employment subject to a requirement for a doctor's certificate, continuation of regular employment subject to the validation of provider certification and transition of medically disqualified employees to appropriate employment status, and discharge.
Manages the process by which employees may provide written statement and relevant documentation for consideration in rendering a final recommendation for discipline and/or discharge.
Monitors identified employees and reviews their attendance at frequent intervals as warranted.
Ensures that the long-term employee absenteeism tracking report is accurately completed and submitted at the specified interval on a timely basis by all Divisions.
Assists with the preparation of a monthly report of controlled and uncontrolled Operator absence.
Coordinates with Division management to ensure timely notification to employees and other appropriate parties (i.e., union stewards, etc. if required by collective bargaining agreements) in writing of recommended administrative and/or disciplinary actions prior to the implementation of such actions. Ensures compliance with the established policies and procedures regarding the amount/timing of notice.
Ensures that all recommendations provided and actions taken are consistent with Authority employee policies, collective bargaining agreements, and applicable Federal law.
Ensures that disciplinary actions taken by Authority management are consistent throughout all Divisions.
Coordinates with Human Resources, Labor Relations, and other relevant offices in the revision and administration of attendance improvement program policies, procedures and guidelines.
In cooperation with Division management, ensures organized and thoroughly documented records on all identified employees are properly maintained, including all factors considered in determining whether absences have been excessive and all actions and follow-up actions taken.
Assists the Office of Labor Relations and the Office of General Counsel in preparing cases for arbitration and litigation relating to administrative actions based on excessive absenteeism; provides testimony in such proceedings.
Notifies Medical Services in the event of questionable health care provider practices.
The above duties and responsibilities are not intended to limit specific duties and responsibilities of any particular position. It is not intended to limit in any way the right of supervisors to assign, direct and control the work of employees under their supervision.
Consideration will be given to applicants whose resumes demonstrate the required education and experience. Applicants should include all relevant education and work experience.
Evaluation criteria may include one or more of the following:
- Personal Interview
- Skills Assessments
- Verification of education and experience
- Criminal Background Check
- Credit history report for positions with fiduciary responsibilities
- Successful completion of a medical examination including a drug and alcohol screening
- Review of a current Motor Vehicle Report
Washington Metropolitan Area Transit Authority, a Federal contractor, is an Equal Opportunity / Affirmative Action employer. All qualified applicants receive consideration for employment without regard to race, color, creed, religion, national origin, sex, gender, gender identity, age, sexual orientation, genetic information, physical or mental disability, or status as a protected veteran, or any other status protected by applicable federal law, except where a bona fide occupational qualification exists. Our hiring process is designed to be accessible and free from discrimination.
This posting is an announcement of a vacant position under recruitment. It is not intended to replace the official job description. Job Descriptions are available upon confirmation of an interview.