As one of the largest home improvement retailers in the United States, Home Depot employs over 400,000 associates across 2,200 store locations. With that many employees, having a clear and comprehensive attendance policy is crucial for smooth operations and fair treatment of workers. In this article, we‘ll take a deep dive into Home Depot‘s call out policy, including how it works, how it compares to industry standards, and expert insights on best practices.
Understanding Home Depot‘s Sick Leave Accrual System
Like many retailers, Home Depot provides paid sick leave to eligible employees. However, the amount of sick leave associates can earn and use varies based on their location and employment status.
According to Home Depot‘s benefits website, part-time hourly associates earn 2 hours of paid sick leave for every 30 hours worked, up to a maximum of 48 hours per year. For full-time hourly associates, the accrual rate is higher – they earn 4 hours of paid sick leave for every 30 hours worked, up to a maximum of 72 hours per year.
However, these are just the baseline numbers. In some states and cities, local laws require employers to provide a higher amount of paid sick leave. For example, in Washington D.C., employers must provide 1 hour of paid sick leave for every 37 hours worked, with no annual cap on accrual. Home Depot complies with all applicable local sick leave laws, so associates in some areas may earn sick leave faster or be able to accrue a higher balance.
Markkanen (2021) explains that as of 2021, "more than 30 states, cities, and counties have enacted paid sick leave laws," covering an estimated 50 million workers. This patchwork of local regulations can make it challenging for large employers like Home Depot to administer sick leave benefits consistently.
The Impact of Paid Sick Leave on Businesses and Public Health
Providing paid sick leave is not just a matter of compliance for retailers like Home Depot – it‘s also good business sense. Studies have shown that when employees have access to paid sick leave, it can reduce turnover, boost productivity, and even improve public health.
For example, a 2020 study published in the journal Health Affairs found that the introduction of state and local paid sick leave laws in the U.S. was associated with a significant decrease in the number of cases of foodborne illness reported by the CDC. The researchers estimated that "paid sick leave laws prevented about 14,000 cases of foodborne illness each year."
In addition to preventing the spread of illness, paid sick leave can also help businesses save money on health care costs and lost productivity. A 2017 study by researchers at the University of Michigan found that "providing paid sick leave to employees is associated with a lower probability of job separation" and estimated that "adopting a paid sick leave policy would reduce the odds of job separation by about 25%."
Properly Reporting an Absence at Home Depot
So what should Home Depot associates do when they need to call out sick? The first step is to contact their store as soon as possible, preferably at least two hours before the start of their scheduled shift. Associates should ask to speak with the manager on duty or assistant manager and clearly explain that they are unable to come in due to illness.
The manager will then deduct the missed hours from the associate‘s bank of accrued paid sick leave. If the associate does not have enough sick leave to cover the full shift, they may need to take some of the time unpaid.
It‘s important for associates to keep their managers updated if their illness lasts longer than expected and additional shifts need to be missed. For absences of more than three days, a doctor‘s note may be required to verify the illness.
Properly reporting absences and utilizing accrued sick leave is crucial for associates to maintain job protection. As Westfall (2019) explains in an article for QuickBooks, "Employees who suspect their employer is violating sick leave laws have the right to file a complaint with their state labor agency or sue their employer in civil court."
Managing Attendance and Avoiding Discipline
Where Home Depot associates can run into trouble is by excessively calling out without sufficient sick leave to cover the absences. Each time an associate misses a scheduled shift and does not have paid sick leave available, it is considered an "occurrence" and may result in disciplinary action.
Home Depot follows a progressive discipline policy for attendance, which typically includes:
- 3 occurrences: Verbal warning ("Coaching Session")
- 6 occurrences: Written warning ("Counseling Session")
- 7 occurrences: Final warning
- 8 occurrences: Termination of employment
While this may seem strict, it is not unusual for the retail industry. A 2017 survey by the Bureau of Labor Statistics found that 72% of retail workers had access to paid sick leave, but "57% of workers in retail trade were in plans that provided a fixed number of sick leave days per year, and the average was 6 days per year."
To avoid disciplinary action, Brody (2018) advises employees to "stay on top of their attendance by keeping track of their absences, tardiness, and sick days." Associates should also be proactive about communicating with their managers if they anticipate needing extended time off for a medical issue or family emergency.
Leave of Absence Options
For associates facing a serious health condition or family situation that requires a prolonged absence from work, Home Depot does offer leave of absence options. These include:
- Medical Leave (for the associate‘s own serious health condition)
- Family and Medical Leave Act (FMLA) Leave (up to 12 weeks of job-protected leave for qualifying medical and family reasons)
- Personal Leave (for non-medical reasons at the discretion of management)
According to employment law attorney Sachi Barreiro, "The FMLA gives eligible employees the right to take up to 12 weeks of unpaid leave per year for their own serious health condition, to care for a family member with a serious health condition, or to bond with a new child." However, to be eligible for FMLA leave, associates must have worked at least 1,250 hours in the 12 months prior to the start of leave.
Comparing Home Depot‘s Policy to Industry Norms
So how does Home Depot‘s call out policy stack up against other retailers? In terms of sick leave accrual, Home Depot‘s rates are fairly generous, especially for full-time hourly associates.
A 2020 report by the Economic Policy Institute found that "the average worker with paid sick days received seven days per year." Home Depot‘s full-time associates can earn up to nine days of paid sick leave per year, putting the company above average.
However, when it comes to attendance policies and disciplinary procedures, Home Depot‘s approach is quite typical for the retail sector. Most large chains track occurrences and have a progressive discipline system that can lead to termination for excessive call outs.
Walmart, the nation‘s largest private employer, has a similar policy. According to a 2020 article in HuffPost, "If a Walmart worker fails to show up for a shift without an accepted reason, they will receive disciplinary ‘occurrences‘ that could lead to firing." The article notes that Walmart employees can be terminated after accruing five occurrences in a six-month period.
Best Practices for Employers and Employees
So what can retailers like Home Depot do to balance the need for reliable staffing with fair treatment of employees? Labor relations expert Adrienne Sund recommends focusing on clear communication and consistent enforcement of attendance policies.
"Employers should make sure their attendance policies are clearly written, well-communicated, and applied consistently to all employees," Sund explains. "Managers should also be trained on how to have constructive conversations with employees about attendance issues before they escalate to discipline."
Associates can protect themselves by familiarizing themselves with their employers‘ call out procedures and leave of absence policies. They should also carefully track their own sick leave balances and occurrences to avoid surprises.
"Employees should think of paid sick leave like an insurance policy," Sund advises. "You hope you don‘t have to use it, but it‘s there to protect you when you need it." By using sick leave judiciously and communicating proactively with managers, associates can maintain positive attendance records and job security.
The Bottom Line
Home Depot‘s call out policy reflects the delicate balance that retailers must strike between supporting employees‘ health needs and maintaining sufficient staffing to serve customers. By offering paid sick leave and leave of absence options, the company aims to provide a safety net for associates who are ill or dealing with family emergencies.
At the same time, Home Depot‘s attendance policy sets clear expectations and consequences for excessive absenteeism. While this may seem harsh to some workers, it is not outside the retail industry norm.
As public health experts continue to study the impacts of paid sick leave on businesses and communities, more employers may expand their policies. But for now, Home Depot associates should focus on understanding their rights and responsibilities under the company‘s current policy. By properly reporting absences, utilizing accrued sick leave, and maintaining open communication with managers, associates can protect both their health and their jobs.
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