Lowe’s Attendance Policy

By Hayden Ortiz

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lowes attendance policy

Lowes is a home improvement store that employs thousands of people across the United States.

One of the most important aspects of any job is attendance, and Lowes is no exception. The company has a strict attendance policy that all employees are expected to follow.

The attendance policy at Lowes is designed to ensure that employees are reliable and consistent in their work.

Lowe’s attendance policy outlines the number of absences that are allowed, as well as the consequences for exceeding that number. It also includes information about requesting time off and what to do if an employee needs to take a leave of absence.

In this article, we will be taking a good look at the attendance policy put in place for employees at Lowe’s.

Overview of Lowe’s Attendance Policy

Lowe’s attendance policy is designed to ensure that all associates adhere to the company’s standards of attendance. The policy is structured in a way that provides associates with a clear understanding of the consequences of missing work.

6-Minute Rule

Lowe’s has a 6-minute rule, which means that an associate who clocks in or out within 6 minutes of their scheduled time is considered to be on time.

However, if an associate is more than 6 minutes late, they will be considered tardy and will receive a half-point on their attendance record.

Initial Warning System

Lowe’s attendance policy is based on a four-step system. The first step is an initial warning, which is given to an associate who has accumulated three and a half points on their attendance record.

The initial warning serves as a reminder to the associate that their attendance is being monitored and that they need to improve their attendance.

If an associate accumulates seven points, they will receive a written warning. The written warning will outline the consequences of continued poor attendance and will serve as a final warning for the associate.

If an associate accumulates ten and a half points, they will receive a final warning. The final warning will inform the associate that their continued poor attendance will result in termination.

Consequences of Poor Attendance

lowes attendance

Employees at Lowe’s are expected to maintain a high level of attendance. Failure to do so may result in disciplinary action or termination. The following is a breakdown of the consequences of poor attendance at Lowe’s.

Disciplinary Actions

Lowe’s has a clear policy on disciplinary action for employees with poor attendance. According to Lowe’s Employee Policy, disciplinary action may include reprimand, probation, suspension, forfeiture of a bonus, demotion, or dismissal.

Disciplinary measures are applied consistently and equally to all employees, including supervisors and senior executives.

Termination Policy

Lowe’s has a four-step attendance policy that constitutes an initial warning, written warning, final security, and, if there is no improvement, termination.

If an employee does not call in or provide proof of their absence for three consecutive days, the company assumes they have quit. Under the current SOP, an employee can be late or miss 64 of their 260 shifts in a calendar year and keep their job.

However, the documentation starting on the 7th absence in a rolling 12-month period is still in effect starting with an initial, and each consecutive unexcused absence advances the documentation to the next step.

Employees at Lowe’s are generally expected to maintain a high level of attendance. Failure to do so may result in disciplinary action or termination.

Lowe’s has a clear policy on disciplinary action, which includes reprimand, probation, suspension, forfeiture of a bonus, demotion, or dismissal. The company also has a four-step attendance policy that can result in termination if an employee does not improve their attendance.

Leave Policies

Lowe’s offers employees various types of leave policies, including FMLA, military, and disability leave.

FMLA and Intermittent Leave

Employees who have worked for Lowe’s for at least 12 months and have worked 1,250 hours in the past 12 months are eligible for up to 12 weeks of unpaid leave under the Family and Medical Leave Act (FMLA).

Lowe’s also offers intermittent leave, which allows employees to take leave in small increments, such as a few hours or days at a time, for qualifying reasons.

Employees who need to take FMLA or intermittent leave must provide certification from a healthcare provider. Standard call-in procedures must always be followed, and it is the employee’s responsibility to submit intermittent FMLA time off to the ACC.

While on leave, the employee is coded as “inactive,” and their access to all Lowe’s systems will be turned off.

Military and Disability Leave

Lowe’s also provides military leave for employees who are called to active duty. Employees who are disabled and unable to work may be eligible for short-term disability benefits.

Lowe’s also offers workplace accommodations to employees with disabilities, such as modified work schedules or equipment.

Additional Policies and Resources

Break and Quitting Policies

Lowes has a break policy that allows employees to take a 15-minute break for every four hours worked. In addition, employees are allowed to take a 30-minute lunch break for every six hours worked.

Employees are required to clock out for their breaks and lunch breaks. If an employee works more than 10 hours in a day, they are required to take a second 30-minute lunch break.

When an employee decides to quit, they are required to give two weeks’ notice to their manager. If an employee quits without notice, they may be ineligible for rehire. Employees who are terminated for cause are also ineligible for rehire.

Rehire Guidelines

If an employee is terminated for reasons other than cause, they may be eligible for rehire after 90 days.

Employees who are terminated for cause are not eligible for rehire. When an employee is rehired, they are required to go through the same hiring process as a new employee. This includes completing an application, going through the interview process, and completing any required training.

Lowes provides resources to assist employees with understanding company policies and procedures. If an employee has questions about company policies or procedures, they can contact their manager or the Human Resources department.

Lowes also provides training resources to help employees understand their job responsibilities and perform their job duties effectively.

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Hayden Ortiz

Hayden is the co-founder of TheValueShopper. He is someone who loves grocery runs and spent 20 years of his career in the retail and consumer service industry. As our senior editor, Hayden primarily focuses on managing this website and providing answers to as many shopping-related queries as he can possible find with in-depth articles and additional videos where necessary.