{"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\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/attendance\/","title":{"rendered":"Politiques de pr\u00e9sence"},"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=\"petit h\u00e9ros\" onerror=\"this.style.display='none'\" loading=\"lazy\" \/>\n<h1>\n\t\t\tPolitiques de pr\u00e9sence\t<\/h1>\n\t<nav id=\"breadcrumbs\" aria-label=\"Fil d&#039;Ariane\"><a href=\"https:\/\/www.miamibeachfl.gov\/fr\/\">Maison<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/\">l&#039;h\u00f4tel de ville<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/\">Ressources humaines<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/\">Relations avec les employ\u00e9s et le travail<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/\">R\u00e9pertoire des politiques<\/a> &gt; <strong>Politiques de pr\u00e9sence<\/strong><\/nav>\n\t<p>La politique de la Ville de Miami Beach est de cr\u00e9er et de promouvoir un environnement de travail productif. La Ville exige de ses employ\u00e9s qu&#039;ils se pr\u00e9sentent au travail \u00e0 l&#039;heure pr\u00e9vue. La productivit\u00e9 est compromise lorsque les employ\u00e9s ne se pr\u00e9sentent pas au travail \u00e0 l&#039;heure pr\u00e9vue.<\/p>\n<p>Les d\u00e9finitions des proc\u00e9dures suivantes sont les suivantes\u00a0:<\/p>\n<ul>\n<li>Absence \u2013 ne pas se pr\u00e9senter au travail ou ne pas rester au travail comme pr\u00e9vu.<\/li>\n<li>Incidents \u2013 une absence non autoris\u00e9e pendant un ou plusieurs jours cons\u00e9cutifs en raison d\u2019une maladie non li\u00e9e au travail.<\/li>\n<li>Absent\u00e9isme excessif \u2013 dix (10) incidents ou dix (10) jours sur une p\u00e9riode de douze (12) mois.<\/li>\n<li>Absence justifi\u00e9e \u2013 raison m\u00e9dicale document\u00e9e, telle qu\u2019une maladie grave, une blessure non li\u00e9e au travail ou une intervention chirurgicale; absences approuv\u00e9es en vertu de la politique de cong\u00e9 familial pour raison m\u00e9dicale (FML).<\/li>\n<\/ul>\n<ol>\n<li>Toute absence doit \u00eatre signal\u00e9e au superviseur d\u00e8s que possible, de pr\u00e9f\u00e9rence avant le d\u00e9but de l&#039;horaire de travail. Si elle est signal\u00e9e moins d&#039;une heure apr\u00e8s le d\u00e9but de l&#039;horaire de travail, l&#039;employ\u00e9 est consid\u00e9r\u00e9 comme absent sans permission (AWOL) pour toute la journ\u00e9e. Le superviseur fera preuve de discernement pour d\u00e9terminer si la preuve d&#039;absence n&#039;a pas pu \u00eatre signal\u00e9e dans ce d\u00e9lai. Si l&#039;absence est susceptible d&#039;\u00eatre prolong\u00e9e, elle doit \u00eatre signal\u00e9e comme sp\u00e9cifi\u00e9 le premier jour.<\/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>Dix (10) incidents, ou dix (10) jours, au cours des douze (12) mois pr\u00e9c\u00e9dents, sont consid\u00e9r\u00e9s comme excessifs et n\u00e9cessitent donc une conf\u00e9rence entre l&#039;employ\u00e9 et le superviseur.<\/li>\n<li>Les superviseurs prennent des mesures disciplinaires progressives, comme l\u2019exigent les pr\u00e9sentes lignes directrices, \u00e0 l\u2019encontre de tous les employ\u00e9s class\u00e9s.<\/li>\n<li>L\u2019application de ces lignes directrices et les mesures correspondantes n\u00e9cessitent un bon jugement de supervision.<\/li>\n<\/ol>\n<table width=\"660\">\n<tbody>\n<tr>\n<td colspan=\"4\" width=\"656\">Lignes directrices pour l&#039;action<\/td>\n<\/tr>\n<tr>\n<td width=\"81\">Jours<\/td>\n<td width=\"144\">Nombre d&#039;incidents<\/td>\n<td>Action maximale<\/td>\n<td width=\"124\">Niveau de performance<\/td>\n<\/tr>\n<tr>\n<td width=\"81\">0<\/td>\n<td width=\"144\">0 &#8211; 1<\/td>\n<td>S\u00e9ance de remerciement\/commentaires<\/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>\u00a0S\u00e9ance de remerciement\/commentaires<\/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>Examen de supervision et conseil aux employ\u00e9s<\/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>Avertissement(s) verbal(aux)<\/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>R\u00e9primande \u00e9crite<\/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>Suspension<\/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>R\u00e9trogradation**<\/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>Contactez les ressources humaines pour d\u00e9terminer les mesures \u00e0 prendre<\/td>\n<td width=\"124\">1<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n* Examinez chaque contrat syndical pour d\u00e9celer les changements ou les diff\u00e9rences.<br \/>\n** Les r\u00e9trogradations ne seront pas utilis\u00e9es pour certaines classifications.<br \/>\nToute mesure disciplinaire n\u00e9cessitant une modification du salaire de l&#039;employ\u00e9, c&#039;est-\u00e0-dire une suspension, une r\u00e9trogradation ou un licenciement, doit \u00eatre pr\u00e9alablement approuv\u00e9e par le directeur des ressources humaines.\n<ol start=\"7\">\n<li>Les superviseurs devraient tenter de prendre des mesures pr\u00e9ventives pour r\u00e9duire les absences avant de prendre des mesures correctives en :<\/li>\n<\/ol>\n<ul>\n<li>\n<ul>\n<li>\u00a0encourager la fiabilit\u00e9 en f\u00e9licitant les employ\u00e9s qui ont de bons dossiers de pr\u00e9sence ainsi que ceux qui am\u00e9liorent leur pr\u00e9sence ;<\/li>\n<li>\u00a0profiter de chaque occasion pour souligner l\u2019importance d\u2019une pr\u00e9sence r\u00e9guli\u00e8re aupr\u00e8s des employ\u00e9s ;<\/li>\n<li>\u00a0tenir de bons registres et les utiliser pour montrer son int\u00e9r\u00eat et son souci de la pr\u00e9sence des employ\u00e9s\u00a0;<\/li>\n<li>\u00a0se r\u00e9f\u00e9rer au programme d\u2019aide aux employ\u00e9s ou \u00e0 d\u2019autres services appropri\u00e9s, au besoin.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>RAPPEL : Toutes les politiques et proc\u00e9dures exigent un bon jugement de la part de tous les employ\u00e9s.<\/p>\n<h3><strong>EXEMPLES\u00a0<\/strong><\/h3>\n<ol>\n<li>\u00a0L&#039;employ\u00e9 A a une s\u00e9rie de rendez-vous chez le m\u00e9decin qui sont programm\u00e9s \u00e0 l&#039;avance, c&#039;est-\u00e0-dire une fois par semaine pendant dix semaines.<br \/>\n<em><u>Recommandation:<\/u><\/em>\n<ul>\n<li>Le premier effort devrait \u00eatre d\u2019ajuster l\u2019horaire de l\u2019employ\u00e9, lorsque cela est possible, en l\u2019encourageant \u00e0 prendre des rendez-vous chez le m\u00e9decin afin qu\u2019ils n\u2019interf\u00e8rent pas avec sa journ\u00e9e de travail.<\/li>\n<li>Permettre \u00e0 l\u2019employ\u00e9 de rattraper le temps s\u2019il le souhaite.<\/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>Demandez \u00e0 l\u2019employ\u00e9 de demander un cong\u00e9 familial pour raisons m\u00e9dicales intermittent (FML) en combinaison avec a) ou b).<\/li>\n<\/ul>\n<\/li>\n<li>L&#039;employ\u00e9 B a un accident de voiture au cours du week-end au cours duquel il est \u00e0 l&#039;h\u00f4pital pendant dix jours, reste \u00e0 la maison pour r\u00e9cup\u00e9rer pendant deux semaines, puis doit suivre une th\u00e9rapie physique deux fois par semaine pendant huit semaines.<\/li>\n<\/ol>\n<p><em><u>Recommandation:<\/u><\/em><\/p>\n<ol>\n<li>\n<ul>\n<li>Pendant le temps o\u00f9 l&#039;employ\u00e9 est \u00e0 l&#039;h\u00f4pital et \u00e0 la maison en convalescence, comptez comme un incident et utilisez les lignes directrices pour #1 pour la physioth\u00e9rapie.<\/li>\n<li>\u00a0L\u2019employ\u00e9 peut demander un cong\u00e9 familial pour raisons m\u00e9dicales.<\/li>\n<\/ul>\n<\/li>\n<li>L&#039;employ\u00e9 C souffre d&#039;une s\u00e9rie de maladies non sp\u00e9cifi\u00e9es ou vagues pour lesquelles il s&#039;est d\u00e9clar\u00e9 malade au moins une ou deux fois par mois au cours des neuf derniers mois.<\/li>\n<li>L&#039;employ\u00e9 D souffre d&#039;asthme. Au cours des six derniers mois, il a quitt\u00e9 son travail huit fois, invoquant \u00e0 chaque fois des raisons li\u00e9es au stress.<\/li>\n<\/ol>\n<p><em><u>Recommandation:<\/u><\/em> (#3 et #4)<\/p>\n<p>Apr\u00e8s quatre ou cinq absences, le superviseur organise une r\u00e9union d&#039;\u00e9valuation avec l&#039;employ\u00e9 afin de v\u00e9rifier son assiduit\u00e9, de le conseiller, de lui proposer une orientation vers le PAE ou de l&#039;informer de la politique de cong\u00e9 familial pour raison m\u00e9dicale, le cas \u00e9ch\u00e9ant. Si les absences se poursuivent, suivez la proc\u00e9dure d\u00e9crite dans cette politique en proposant le PAE\/FML comme option \u00e0 chaque \u00e9tape, le cas \u00e9ch\u00e9ant.<\/p>\n<ol>\n<li>L&#039;employ\u00e9 E a utilis\u00e9 100 heures de cong\u00e9 de maladie au cours des dix derniers mois pour des rendez-vous chez le m\u00e9decin et certaines maladies non sp\u00e9cifi\u00e9es.<\/li>\n<\/ol>\n<p><em><u>Recommandation:<\/u>\u00a0<\/em><\/p>\n<p>Si un employ\u00e9 ne pr\u00e9sente pas la nature de sa maladie, qu&#039;il n&#039;a pas accept\u00e9 l&#039;offre de son superviseur de demander un cong\u00e9 de maladie familial et que son utilisation des cong\u00e9s de maladie est excessive, le superviseur peut envisager une \u00e9valuation de son aptitude au travail par le prestataire de services de sant\u00e9 des employ\u00e9s de la Ville ou, au moins, obtenir une v\u00e9rification de l&#039;aptitude de l&#039;employ\u00e9 \u00e0 se pr\u00e9senter au travail. Si le superviseur estime qu&#039;il ne s&#039;agit pas d&#039;une absence justifi\u00e9e valable, il doit suivre la proc\u00e9dure d\u00e9crite dans la pr\u00e9sente politique. (Voir les exemples #3 et #4.)<\/p>\n\t\tAcc\u00e9der \u00e0\u2026\t\t\t\n\t\t\t\t\t<ul id=\"menu-hr-policy-directory\"><li id=\"menu-item-363145\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/americans-with-disabilities-act-compliance\/\">Conformit\u00e9 ADA<\/a><\/li>\n<li id=\"menu-item-363146\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/ada-grievance-procedure\/\">Proc\u00e9dure de r\u00e9clamation ADA<\/a><\/li>\n<li id=\"menu-item-363147\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/attendance\/\">Politiques de pr\u00e9sence<\/a><\/li>\n<li id=\"menu-item-363148\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/city-vehicles-and-equipment\/\">V\u00e9hicules et \u00e9quipements urbains<\/a><\/li>\n<li id=\"menu-item-363149\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/discrimination-complaint-procedure\/\">Proc\u00e9dure de plainte pour discrimination<\/a><\/li>\n<li id=\"menu-item-363150\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/diversity-management-sexual-harassment-awareness\/\">Gestion de la diversit\u00e9 Sensibilisation au harc\u00e8lement sexuel<\/a><\/li>\n<li id=\"menu-item-363151\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/drug-and-alcohol-misuse-prevention\/\">Pr\u00e9vention de l&#039;abus de drogues et d&#039;alcool<\/a><\/li>\n<li id=\"menu-item-363152\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/drug-free-awareness-program\/\">Programme de sensibilisation \u00e0 la lutte contre la drogue<\/a><\/li>\n<li id=\"menu-item-363153\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/family-and-medical-leave\/\">Cong\u00e9 familial et m\u00e9dical<\/a><\/li>\n<li id=\"menu-item-363154\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/smoke-free-workplace\/\">Lieu de travail sans fum\u00e9e<\/a><\/li>\n<li id=\"menu-item-363155\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/work-rules\/\">R\u00e8gles de travail<\/a><\/li>\n<li id=\"menu-item-363156\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/workers-compensation-guidelines\/\">Lignes directrices sur l&#039;indemnisation des accidents du travail<\/a><\/li>\n<\/ul>\t\n\t<div class=\"page-navigation\"><a class=\"prev-page\" href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/americans-with-disabilities-act-compliance\/\">\u2190 Conformit\u00e9 ADA<\/a> <a class=\"next-page\" href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/city-vehicles-and-equipment\/\">V\u00e9hicules et \u00e9quipements urbains \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":"","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 center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","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":"","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":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center 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