{"id":28716,"date":"2017-08-11T00:07:46","date_gmt":"2017-08-11T00:07:46","guid":{"rendered":"http:\/\/www.miamibeachfl.gov\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/attendance\/"},"modified":"2026-03-30T15:17:25","modified_gmt":"2026-03-30T19:17:25","slug":"attendance","status":"publish","type":"page","link":"https:\/\/www.miamibeachfl.gov\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/attendance\/","title":{"rendered":"Pol\u00edticas de asistencia"},"content":{"rendered":"<img decoding=\"async\" src=\"https:\/\/www.miamibeachfl.gov\/wp-content\/uploads\/2022\/07\/hero-small.jpg\" alt=\"ocean drive art deco buildings\" itemprop=\"image\" height=\"211\" width=\"2395\" title=\"h\u00e9roe peque\u00f1o\" onerror=\"this.style.display='none'\" loading=\"lazy\" \/>\n<h1>\n\t\t\tPol\u00edticas de asistencia\t<\/h1>\n\t<nav id=\"breadcrumbs\" aria-label=\"Pan rallado\"><a href=\"https:\/\/www.miamibeachfl.gov\/es\/\">Hogar<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/es\/city-hall\/\">Ayuntamiento<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/es\/city-hall\/human-resources\/\">Recursos humanos<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/es\/city-hall\/human-resources\/employee-labor-relations\/\">Relaciones laborales y con empleados<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/\">Directorio de pol\u00edticas<\/a> &gt; <strong>Pol\u00edticas de asistencia<\/strong><\/nav>\n\t<p>La pol\u00edtica de la Ciudad de Miami Beach es proporcionar y promover un ambiente laboral productivo. La Ciudad exige que sus empleados se presenten a trabajar seg\u00fan lo programado. La productividad se ve comprometida cuando los empleados no se presentan a trabajar seg\u00fan lo programado.<\/p>\n<p>Las definiciones de los siguientes procedimientos son las siguientes:<\/p>\n<ul>\n<li>Ausencia: no presentarse a trabajar o no permanecer en el trabajo seg\u00fan lo programado.<\/li>\n<li>Incidentes: una ausencia no autorizada durante uno o m\u00e1s d\u00edas consecutivos debido a una enfermedad no relacionada con el trabajo.<\/li>\n<li>Ausentismo excesivo: diez (10) incidentes o diez (10) d\u00edas en un per\u00edodo de doce (12) meses.<\/li>\n<li>Ausencia justificada: motivo m\u00e9dico documentado, como enfermedad grave, lesi\u00f3n no relacionada con el trabajo o cirug\u00eda; ausencias aprobadas seg\u00fan la Pol\u00edtica de Licencia M\u00e9dica Familiar (FML).<\/li>\n<\/ul>\n<ol>\n<li>Toda ausencia laboral debe reportarse al supervisor lo antes posible, preferiblemente antes del inicio de la jornada laboral del empleado. Si se reporta despu\u00e9s de una hora de la hora de inicio de la jornada laboral, se considerar\u00e1 Ausente Sin Permiso (AWOL) durante todo el d\u00eda. El buen juicio del supervisor determinar\u00e1 cu\u00e1ndo no se puede presentar prueba de ausencia dentro de ese plazo. Si se prev\u00e9 que la ausencia sea de larga duraci\u00f3n, se reportar\u00e1 seg\u00fan lo especificado el primer d\u00eda.<\/li>\n<li>In cases where an employee has been absent for periods exceeding ten (10) working days, the Human Resources Director must require the employee to undergo a Fitness for Duty Examination.\u00a0 (Time donated by employees will not count when calculating days and incidents.)\u00a0 In cases where the employee is absent for less than ten (10) days, the Human Resources Director may require a note from the employee&#8217;s private physician or a Fitness for Duty Examination prior to the employee&#8217;s being permitted to return to work.\u00a0 Where the physical condition is such that an employee cannot perform the duties of his\/her classification, the provisions of Personnel Rule IX, Section 4 and Section 5 will apply.<\/li>\n<li>Appointing Officers have the authority to excuse absences deemed to be legitimate and of such emergency that they are beyond the employee&#8217;s control, i.e., where a physician requires the employee to refrain from work.<\/li>\n<li>Diez (10) incidentes, o diez (10) d\u00edas, en los doce (12) meses anteriores, se considera excesivo y, por lo tanto, requiere una conferencia entre el empleado y el supervisor.<\/li>\n<li>Los supervisores toman medidas disciplinarias progresivas seg\u00fan lo exigen estas Pautas sobre todos y cada uno de los empleados clasificados.<\/li>\n<li>La aplicaci\u00f3n de estas Directrices y las acciones correspondientes requieren un buen criterio de supervisi\u00f3n.<\/li>\n<\/ol>\n<table width=\"660\">\n<tbody>\n<tr>\n<td colspan=\"4\" width=\"656\">Directrices para la acci\u00f3n<\/td>\n<\/tr>\n<tr>\n<td width=\"81\">D\u00edas<\/td>\n<td width=\"144\">N\u00famero de incidentes<\/td>\n<td>Acci\u00f3n m\u00e1xima<\/td>\n<td width=\"124\">Nivel de rendimiento<\/td>\n<\/tr>\n<tr>\n<td width=\"81\">0<\/td>\n<td width=\"144\">0 &#8211; 1<\/td>\n<td>Sesi\u00f3n de agradecimiento\/retroalimentaci\u00f3n<\/td>\n<td width=\"124\">10<\/td>\n<\/tr>\n<tr>\n<td width=\"81\">0<\/td>\n<td width=\"144\">2 &#8211; 3<\/td>\n<td>\u00a0Sesi\u00f3n de agradecimiento\/retroalimentaci\u00f3n<\/td>\n<td width=\"124\">9<\/td>\n<\/tr>\n<tr>\n<td width=\"81\">5<\/td>\n<td width=\"144\">4 &#8211; 5<\/td>\n<td>Revisi\u00f3n de supervisi\u00f3n y asesoramiento con el empleado<\/td>\n<td width=\"124\">8<\/td>\n<\/tr>\n<tr>\n<td width=\"81\">6 &#8211; 9<\/td>\n<td width=\"144\">6 &#8211; 7 &#8211; 8<\/td>\n<td>Advertencia(s) verbal(es)<\/td>\n<td width=\"124\">7<\/td>\n<\/tr>\n<tr>\n<td width=\"81\">10 &#8211; 14<\/td>\n<td width=\"144\">9 &#8211; 12<\/td>\n<td>Amonestaci\u00f3n escrita<\/td>\n<td width=\"124\">5 &#8211; 6<\/td>\n<\/tr>\n<tr>\n<td width=\"81\">15<\/td>\n<td width=\"144\">13 &#8211; 14<\/td>\n<td>Suspensi\u00f3n<\/td>\n<td width=\"124\">4 &#8211; 3<\/td>\n<\/tr>\n<tr>\n<td width=\"81\">20<\/td>\n<td width=\"144\">15 &#8211; 16<\/td>\n<td>Degradaci\u00f3n**<\/td>\n<td width=\"124\">2<\/td>\n<\/tr>\n<tr>\n<td width=\"81\">21<\/td>\n<td width=\"144\">16 +<\/td>\n<td>Comun\u00edquese con Recursos Humanos para determinar las medidas a tomar<\/td>\n<td width=\"124\">1<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n*Revisar cada contrato sindical para detectar cambios o diferencias.<br \/>\n**Las degradaciones no se utilizar\u00e1n para algunas clasificaciones.<br \/>\nToda acci\u00f3n disciplinaria que requiera un cambio en el salario del empleado, es decir, suspensi\u00f3n, degradaci\u00f3n o despido, debe ser aprobada previamente por el Director de Recursos Humanos.\n<ol start=\"7\">\n<li>Los supervisores deben intentar tomar medidas preventivas para reducir las ausencias antes de tomar medidas correctivas:<\/li>\n<\/ol>\n<ul>\n<li>\n<ul>\n<li>\u00a0Fomentar la confiabilidad elogiando a los empleados con buenos registros de asistencia, as\u00ed como a aquellos que mejoran su asistencia;<\/li>\n<li>\u00a0Aprovechar cada oportunidad para destacar la importancia de la asistencia regular de los empleados;<\/li>\n<li>\u00a0mantener buenos registros y utilizarlos para mostrar preocupaci\u00f3n e inter\u00e9s en la asistencia de los empleados;<\/li>\n<li>\u00a0remiti\u00e9ndose al Programa de Asistencia al Empleado u otros servicios apropiados seg\u00fan sea necesario.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>RECORDATORIO: Todas las pol\u00edticas y procedimientos requieren el buen juicio de todos los empleados.<\/p>\n<h3><strong>EJEMPLOS\u00a0<\/strong><\/h3>\n<ol>\n<li>\u00a0El empleado A tiene una serie de citas m\u00e9dicas programadas con antelaci\u00f3n, es decir, una vez por semana durante diez semanas.<br \/>\n<em><u>Recomendaci\u00f3n:<\/u><\/em>\n<ul>\n<li>El primer esfuerzo debe ser ajustar el horario del empleado, cuando sea posible, alent\u00e1ndolo a asistir a sus citas m\u00e9dicas para que no interfieran con su jornada laboral.<\/li>\n<li>Permitir que el empleado recupere el tiempo si lo desea.<\/li>\n<li>Count as one instance since it is related (i.e., employee needs one hour per week &#8211; 10 hours).\u00a0 For the purpose of appraisals and\/or applying discipline, this incident does not apply.<\/li>\n<li>Haga que el empleado solicite una licencia m\u00e9dica familiar intermitente (FML) en combinaci\u00f3n con a) o b).<\/li>\n<\/ul>\n<\/li>\n<li>El empleado B sufre un accidente automovil\u00edstico durante el fin de semana, por lo que permanece en el hospital durante diez d\u00edas, en casa recuper\u00e1ndose durante dos semanas y luego tiene que ir a fisioterapia dos veces por semana durante ocho semanas.<\/li>\n<\/ol>\n<p><em><u>Recomendaci\u00f3n:<\/u><\/em><\/p>\n<ol>\n<li>\n<ul>\n<li>Durante el tiempo que el empleado est\u00e9 en el hospital o en su casa recuper\u00e1ndose, se considera un incidente y se utilizan las pautas #1 para la fisioterapia.<\/li>\n<li>\u00a0El empleado puede solicitar licencia m\u00e9dica familiar.<\/li>\n<\/ul>\n<\/li>\n<li>El empleado C tiene una serie de enfermedades no especificadas o vagas por las cuales ha llamado para reportarse enfermo al menos una o dos veces al mes durante los \u00faltimos nueve meses.<\/li>\n<li>El empleado D tiene asma documentada. En los \u00faltimos seis meses, ha dejado de trabajar ocho veces, alegando en cada ocasi\u00f3n motivos relacionados con el estr\u00e9s.<\/li>\n<\/ol>\n<p><em><u>Recomendaci\u00f3n:<\/u><\/em> (#3 y #4)<\/p>\n<p>Una vez que el empleado haya faltado cuatro o cinco veces, el supervisor programar\u00e1 una reuni\u00f3n de revisi\u00f3n con \u00e9l para revisar su asistencia, asesorarlo, ofrecerle una derivaci\u00f3n al Programa de Asistencia al Empleado (PAE) o informarle sobre la Pol\u00edtica de Licencia M\u00e9dica Familiar (PMF), si corresponde. Si las ausencias persisten, siga el procedimiento de esta pol\u00edtica, ofreciendo la PAE\/LMF como opci\u00f3n en cada etapa, si corresponde.<\/p>\n<ol>\n<li>El empleado E utiliz\u00f3 100 horas de licencia por enfermedad en los \u00faltimos diez meses para citas m\u00e9dicas y algunas enfermedades no especificadas.<\/li>\n<\/ol>\n<p><em><u>Recomendaci\u00f3n:<\/u>\u00a0<\/em><\/p>\n<p>Si un empleado no comparte la naturaleza de su enfermedad, no ha aceptado la oferta del supervisor de solicitar la licencia por enfermedad (FML) y su uso de la licencia por enfermedad es excesivo, el supervisor puede considerar una evaluaci\u00f3n de aptitud para el trabajo por parte del proveedor de servicios de salud para empleados de la ciudad o, al menos, obtener una verificaci\u00f3n de que el empleado puede presentarse a trabajar. Si el supervisor no considera que se trate de una ausencia justificada v\u00e1lida, deber\u00e1 proceder con el proceso descrito en esta pol\u00edtica. (V\u00e9anse los ejemplos #3 y #4).<\/p>\n\t\tNavegar a\u2026\t\t\t\n\t\t\t\t\t<ul id=\"menu-hr-policy-directory\"><li id=\"menu-item-363145\"><a href=\"\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/americans-with-disabilities-act-compliance\/\">Cumplimiento de la ADA<\/a><\/li>\n<li id=\"menu-item-363146\"><a href=\"\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/ada-grievance-procedure\/\">Procedimiento de quejas de la ADA<\/a><\/li>\n<li id=\"menu-item-363147\"><a href=\"\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/attendance\/\">Pol\u00edticas de asistencia<\/a><\/li>\n<li id=\"menu-item-363148\"><a href=\"\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/city-vehicles-and-equipment\/\">Veh\u00edculos y equipos urbanos<\/a><\/li>\n<li id=\"menu-item-363149\"><a href=\"\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/discrimination-complaint-procedure\/\">Procedimiento de queja por discriminaci\u00f3n<\/a><\/li>\n<li id=\"menu-item-363150\"><a href=\"\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/diversity-management-sexual-harassment-awareness\/\">Gesti\u00f3n de la Diversidad Concientizaci\u00f3n sobre el Acoso Sexual<\/a><\/li>\n<li id=\"menu-item-363151\"><a href=\"\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/drug-and-alcohol-misuse-prevention\/\">Prevenci\u00f3n del abuso de drogas y alcohol<\/a><\/li>\n<li id=\"menu-item-363152\"><a href=\"\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/drug-free-awareness-program\/\">Programa de Concientizaci\u00f3n sobre el Uso Libre de Drogas<\/a><\/li>\n<li id=\"menu-item-363153\"><a href=\"\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/family-and-medical-leave\/\">Licencia m\u00e9dica y familiar<\/a><\/li>\n<li id=\"menu-item-363154\"><a href=\"\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/smoke-free-workplace\/\">Lugar de trabajo libre de humo<\/a><\/li>\n<li id=\"menu-item-363155\"><a href=\"\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/work-rules\/\">Reglas de trabajo<\/a><\/li>\n<li id=\"menu-item-363156\"><a href=\"\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/workers-compensation-guidelines\/\">Directrices de compensaci\u00f3n laboral<\/a><\/li>\n<\/ul>\t\n\t<div class=\"page-navigation\"><a class=\"prev-page\" href=\"https:\/\/www.miamibeachfl.gov\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/americans-with-disabilities-act-compliance\/\">\u2190 Cumplimiento de la ADA<\/a> <a class=\"next-page\" href=\"https:\/\/www.miamibeachfl.gov\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/city-vehicles-and-equipment\/\">Veh\u00edculos y equipamiento urbano \u2192<\/a><\/div>","protected":false},"excerpt":{"rendered":"<p>Attendance Policies Home &gt; City Hall &gt; Human Resources &gt; Employee &amp; Labor Relations &gt; Policy Directory &gt; Attendance Policies [&hellip;]<\/p>\n","protected":false},"author":222,"featured_media":0,"parent":28713,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_searchwp_excluded":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center 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center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[],"tags":[],"class_list":["post-28716","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.4 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Attendance Policies - City of Miami Beach<\/title>\n<meta name=\"description\" content=\"%\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.miamibeachfl.gov\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/attendance\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Attendance Policies\" \/>\n<meta property=\"og:description\" content=\"%\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.miamibeachfl.gov\/es\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/attendance\/\" \/>\n<meta property=\"og:site_name\" content=\"City of Miami Beach\" \/>\n<meta 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