As one of the largest home improvement retailers in the United States, Lowe‘s relies on its team of over 300,000 employees to keep its stores running smoothly and customers satisfied. However, like any business, Lowe‘s must also manage the inevitable reality of employee absences. That‘s where the company‘s call out policy comes into play.
In this article, we‘ll take a closer look at Lowe‘s call out policy, including what it entails, how it compares to other retailers, and what employees need to know to stay in compliance. We‘ll also explore some of the unique challenges and considerations surrounding attendance in the retail industry, from the impact of the COVID-19 pandemic to generational differences in attitudes toward work-life balance.
The Basics of Lowe‘s Call Out Policy
At its core, Lowe‘s call out policy is designed to ensure that the company has enough staff on hand to meet customer needs while also giving employees the flexibility to take time off when necessary. According to the policy, employees are allowed up to three unexcused absences (or "call outs") in a rolling 90-day period. After the third call out, employees may be subject to disciplinary action, up to and including termination.
To have an absence excused, employees must provide documentation such as a doctor‘s note or proof of a family emergency. Excused absences do not count toward the three-call-out limit.
When calling out, employees are expected to follow a specific procedure that includes:
- Calling the store‘s attendance line at least two hours before the start of their scheduled shift (if possible).
- Speaking directly with a manager if calling out with less than two hours‘ notice.
- Providing their name, employee ID number, reason for the absence, and expected return-to-work date.
For absences lasting more than three days, employees may be eligible for leave under the Family and Medical Leave Act (FMLA), which provides up to 12 weeks of job-protected leave for qualifying medical and family reasons.
How Lowe‘s Stacks Up Against Other Retailers
Lowe‘s call out policy is generally in line with those of other major retailers, such as Walmart, Home Depot, and Target. Most of these companies have similar attendance guidelines, with a set number of "occurrences" or unexcused absences allowed before disciplinary action is taken.
However, there are some notable differences. For example, Walmart‘s attendance policy is based on a points system, where each unexcused absence or late arrival is assigned a certain number of points. Employees are allowed up to five points in a six-month period before facing termination.
In contrast, Home Depot‘s policy is somewhat more lenient, allowing for up to six unexcused absences in a rolling 12-month period before an employee is subject to termination. The company also has a more generous sick time policy, with full-time employees accruing up to 40 hours of paid sick leave per year.
So how does Lowe‘s compare overall? A 2021 survey by employee scheduling platform Deputy found that Lowe‘s ranked among the top 10 retailers for employee happiness, with 63% of workers reporting that they were satisfied with their job. However, the company‘s attendance policy was not specifically mentioned as a factor in this ranking.
The Impact of COVID-19 on Retail Call Out Policies
The COVID-19 pandemic brought unprecedented challenges for retailers, including Lowe‘s, as they struggled to balance the health and safety of their employees with the need to keep stores open and stocked for customers. In response, many companies were forced to temporarily relax their attendance policies to allow for more flexibility around sick leave and quarantine requirements.
Lowe‘s was no exception. In March 2020, the company announced that it would be providing up to four weeks of emergency paid sick leave for employees who contracted COVID-19 or were required to quarantine due to exposure. The company also temporarily waived its attendance policy for absences related to COVID-19 and expanded its telemedicine benefits to allow employees to access medical care remotely.
As the pandemic has stretched on, however, retailers have had to grapple with the longer-term impacts on their workforce. A recent survey by the National Retail Federation found that 97% of retailers have been affected by COVID-related absences, with many reporting higher-than-normal levels of call outs and tardiness.
To address these ongoing challenges, some experts have suggested that retailers may need to permanently rethink their attendance policies to provide more flexibility and support for employees. This could include offering more paid sick leave, allowing for remote work arrangements, or even experimenting with alternative scheduling models such as split shifts or job sharing.
Generational Differences in Attitudes Toward Attendance
Another factor that retailers like Lowe‘s must consider when it comes to attendance is the changing attitudes and expectations of younger workers. According to a 2021 report by workforce management platform Legion, nearly 60% of Gen Z employees (those born between 1997 and 2012) said that a flexible work schedule was "extremely important" to them, compared to just 43% of Baby Boomers.
This desire for flexibility extends to attendance policies as well. A 2020 survey by the National Association of Colleges and Employers found that 70% of Gen Z respondents ranked "flexible work schedules" as one of their top three most important employee benefits, ahead of even health insurance and retirement plans.
For retailers like Lowe‘s, this presents both a challenge and an opportunity. On the one hand, younger workers may be more likely to bristle at strict attendance policies that don‘t allow for much personal flexibility. On the other hand, by offering more accommodating scheduling options and leave policies, retailers may be able to attract and retain top talent in a competitive job market.
Some strategies that Lowe‘s and other retailers could consider to appeal to younger workers include:
- Offering more part-time and flexible scheduling options, such as the ability to swap shifts or request time off on short notice.
- Providing paid time off for mental health days or other personal needs, in addition to traditional sick leave and vacation time.
- Investing in mobile apps and other technologies that make it easier for employees to manage their schedules and communicate with managers.
- Fostering a company culture that values work-life balance and recognizes the importance of personal time away from work.
To better understand how Lowe‘s call out policy works in practice, let‘s look at a few hypothetical scenarios:
Scenario 1: The Family Emergency
Mary has been a cashier at Lowe‘s for six months. One morning, she receives a call from her daughter‘s school informing her that her child has fallen ill and needs to be picked up immediately. Mary calls her store‘s attendance line and explains the situation to her manager, who excuses the absence and arranges for another team member to cover her shift.
In this case, Mary followed Lowe‘s call out procedure correctly by notifying her manager as soon as possible and providing a valid reason for her absence. Because the absence was excused, it would not count as one of her three allotted call outs in a 90-day period.
Scenario 2: The Last-Minute Call Out
John is scheduled to work a closing shift at Lowe‘s but decides to call out an hour before his shift starts because he wants to attend a friend‘s birthday party. He leaves a message on the store‘s attendance line but doesn‘t speak to a manager directly.
The next day, John‘s manager pulls him aside and explains that his absence was unexcused because he did not provide adequate notice or a valid reason for missing his shift. The absence will count as one of John‘s three allotted call outs, and he receives a verbal warning about the importance of following proper call out procedures.
Scenario 3: The Extended Medical Leave
Sarah is a department manager at Lowe‘s who has been battling a chronic illness. After a particularly difficult flare-up, her doctor advises her to take a month off work to rest and recover. Sarah contacts Lowe‘s HR department to discuss her options and is informed that she is eligible for FMLA leave.
Sarah‘s manager works with her to ensure a smooth transition of her duties to other team members during her absence. When Sarah returns to work, she is reinstated to her former position and pay rate, as required by FMLA regulations.
These scenarios illustrate the importance of clear communication and adherence to policy when it comes to managing attendance issues. By working together and following established procedures, employees and managers can minimize disruptions to store operations while also ensuring that team members are able to take the time they need to attend to personal matters.
The Role of Company Culture in Promoting Good Attendance
While having a clear and fair attendance policy is important, it‘s only one piece of the puzzle when it comes to promoting a culture of reliability and accountability among employees. Retailers like Lowe‘s must also take proactive steps to demonstrate their commitment to employee well-being and work-life balance.
One way that Lowe‘s has sought to do this is through its "Track to the Trades" program, which provides employees with training and support to pursue careers in skilled trades such as plumbing, electrical, and HVAC. By investing in its employees‘ long-term career development, Lowe‘s not only helps to address the ongoing skilled labor shortage but also demonstrates its dedication to its workers‘ success both within and outside the company.
Other ways that Lowe‘s and other retailers can foster a positive culture around attendance and reliability include:
- Recognizing and rewarding employees who consistently show up to work on time and follow call out procedures appropriately.
- Providing managers with training on how to have constructive conversations with employees about attendance issues and work with them to identify solutions.
- Offering employee assistance programs (EAPs) that provide confidential counseling and support services for workers facing personal or professional challenges that may impact their attendance.
- Regularly soliciting feedback from employees on ways to improve scheduling, communication, and other factors that influence attendance.
By taking a holistic approach to attendance management that goes beyond just enforcing rules and penalties, retailers can create a workplace culture that values and supports its employees while also meeting the needs of the business.
Looking Ahead: The Future of Retail Attendance Management
As the retail industry continues to evolve in response to changing consumer habits, technology, and workforce demographics, attendance policies and practices will likely need to evolve as well. Some potential trends and developments to watch include:
- Increased use of AI and predictive analytics to forecast staffing needs and optimize schedules based on factors like sales data, weather patterns, and employee availability.
- Greater adoption of mobile apps and self-service tools that allow employees to easily view and modify their schedules, request time off, and communicate with managers.
- More experimentation with alternative scheduling models, such as compressed work weeks, job sharing, and shift swapping, to provide employees with greater flexibility and work-life balance.
- Continued focus on compliance with state and local sick leave laws, as well as potential changes to federal regulations around paid leave and other benefits.
- Growing recognition of the importance of mental health and well-being in the workplace, and the role that attendance policies can play in supporting or hindering employee wellness.
Ultimately, the key to effective attendance management in the retail industry will be finding a balance between the needs of the business and the needs of employees. By staying attuned to industry best practices, legal requirements, and workforce trends, companies like Lowe‘s can create policies and practices that promote both operational excellence and employee satisfaction.
Conclusion
Lowe‘s call out policy is an essential component of the company‘s overall approach to attendance management, providing clear guidelines and procedures for employees to follow when they need to miss work. By setting expectations around communication, documentation, and consequences, the policy helps to ensure that Lowe‘s stores are adequately staffed to meet customer needs while also giving employees the flexibility to attend to personal matters when necessary.
However, the policy is just one piece of a larger puzzle when it comes to creating a culture of reliability and accountability in the workplace. To truly promote good attendance and support employee well-being, retailers like Lowe‘s must also invest in training, recognition, and support services that demonstrate their commitment to their workers‘ success both on and off the job.
As the retail industry continues to evolve, attendance policies and practices will need to evolve as well, taking into account factors like changing workforce demographics, technological advancements, and legal requirements. By staying attuned to these trends and prioritizing the needs of both the business and its employees, Lowe‘s and other retailers can create a win-win approach to attendance management that promotes operational excellence, employee satisfaction, and long-term success.
