{"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\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/attendance\/","title":{"rendered":"Pol\u00edticas de Presen\u00e7a"},"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=\"her\u00f3i-pequeno\" onerror=\"this.style.display='none'\" loading=\"lazy\" \/>\n<h1>\n\t\t\tPol\u00edticas de Presen\u00e7a\t<\/h1>\n\t<nav id=\"breadcrumbs\" aria-label=\"Migalhas de p\u00e3o\"><a href=\"https:\/\/www.miamibeachfl.gov\/pt\/\">Lar<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/pt\/city-hall\/\">Prefeitura<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/pt\/city-hall\/human-resources\/\">Recursos Humanos<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/pt\/city-hall\/human-resources\/employee-labor-relations\/\">Rela\u00e7\u00f5es Trabalhistas e de Empregados<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/\">Diret\u00f3rio de Pol\u00edticas<\/a> &gt; <strong>Pol\u00edticas de Presen\u00e7a<\/strong><\/nav>\n\t<p>A pol\u00edtica da Cidade de Miami Beach \u00e9 proporcionar e promover um ambiente de trabalho produtivo. A Cidade exige que seus funcion\u00e1rios se apresentem ao trabalho conforme o cronograma. A produtividade fica comprometida quando os funcion\u00e1rios n\u00e3o se apresentam ao trabalho conforme o cronograma.<\/p>\n<p>As defini\u00e7\u00f5es para os seguintes procedimentos s\u00e3o as seguintes:<\/p>\n<ul>\n<li>Aus\u00eancia \u2013 n\u00e3o comparecer ao trabalho ou n\u00e3o permanecer no trabalho conforme programado.<\/li>\n<li>Incidentes \u2013 aus\u00eancia n\u00e3o autorizada em um ou mais dias consecutivos devido a uma doen\u00e7a n\u00e3o relacionada ao trabalho.<\/li>\n<li>Absente\u00edsmo excessivo \u2013 dez (10) ocorr\u00eancias ou dez (10) dias em um per\u00edodo de doze (12) meses.<\/li>\n<li>Aus\u00eancia justificada \u2013 motivo m\u00e9dico documentado, como doen\u00e7a grave, les\u00e3o n\u00e3o relacionada ao trabalho ou cirurgia; aus\u00eancias aprovadas pela Pol\u00edtica de Licen\u00e7a M\u00e9dica Familiar (FML).<\/li>\n<\/ul>\n<ol>\n<li>Todas as aus\u00eancias ao trabalho devem ser comunicadas ao supervisor o mais breve poss\u00edvel, de prefer\u00eancia antes do in\u00edcio do hor\u00e1rio de trabalho do funcion\u00e1rio. Se comunicadas ap\u00f3s uma hora do in\u00edcio do hor\u00e1rio de trabalho do funcion\u00e1rio, o funcion\u00e1rio estar\u00e1 Ausente Sem Licen\u00e7a Sem Permiss\u00e3o (AWOL) durante todo o dia. O bom senso do supervisor determinar\u00e1 quando a comprova\u00e7\u00e3o da aus\u00eancia n\u00e3o poder\u00e1 ser comunicada dentro desse prazo. Se for previs\u00edvel que a aus\u00eancia seja de dura\u00e7\u00e3o consider\u00e1vel, ela dever\u00e1 ser comunicada conforme especificado no primeiro dia.<\/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>Dez (10) incidentes, ou dez (10) dias, nos doze (12) meses anteriores, s\u00e3o considerados excessivos e, portanto, exigem uma confer\u00eancia entre o funcion\u00e1rio e o supervisor.<\/li>\n<li>Os supervisores tomam medidas disciplinares progressivas, conforme exigido por estas Diretrizes, para todo e qualquer funcion\u00e1rio classificado.<\/li>\n<li>A aplica\u00e7\u00e3o destas Diretrizes e as a\u00e7\u00f5es correspondentes exigem bom julgamento de supervis\u00e3o.<\/li>\n<\/ol>\n<table width=\"660\">\n<tbody>\n<tr>\n<td colspan=\"4\" width=\"656\">Diretrizes para A\u00e7\u00e3o<\/td>\n<\/tr>\n<tr>\n<td width=\"81\">Dias<\/td>\n<td width=\"144\">N\u00famero de incidentes<\/td>\n<td>A\u00e7\u00e3o M\u00e1xima<\/td>\n<td width=\"124\">N\u00edvel de desempenho<\/td>\n<\/tr>\n<tr>\n<td width=\"81\">0<\/td>\n<td width=\"144\">0 &#8211; 1<\/td>\n<td>Sess\u00e3o de agradecimento\/feedback<\/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>\u00a0Sess\u00e3o de agradecimento\/feedback<\/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>Revis\u00e3o de supervis\u00e3o e aconselhamento com funcion\u00e1rios<\/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>Advert\u00eancia(s) verbal(is)<\/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>Repreens\u00e3o por escrito<\/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>Suspens\u00e3o<\/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>Rebaixamento**<\/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>Entre em contato com o Recursos Humanos para determinar a a\u00e7\u00e3o<\/td>\n<td width=\"124\">1<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n* Revise cada contrato sindical para verificar altera\u00e7\u00f5es ou diferen\u00e7as.<br \/>\n** Rebaixamentos n\u00e3o ser\u00e3o usados para algumas classifica\u00e7\u00f5es.<br \/>\nTodas as medidas disciplinares que exijam uma altera\u00e7\u00e3o no sal\u00e1rio do funcion\u00e1rio, ou seja, suspens\u00e3o, rebaixamento ou demiss\u00e3o, devem ser pr\u00e9-aprovadas pelo Diretor de Recursos Humanos.\n<ol start=\"7\">\n<li>Os supervisores devem tentar tomar medidas preventivas para reduzir as aus\u00eancias antes de tomar medidas corretivas:<\/li>\n<\/ol>\n<ul>\n<li>\n<ul>\n<li>\u00a0incentivar a confiabilidade elogiando os funcion\u00e1rios com bons registros de frequ\u00eancia, bem como aqueles que melhoram sua frequ\u00eancia;<\/li>\n<li>\u00a0aproveitando todas as oportunidades para enfatizar a import\u00e2ncia da frequ\u00eancia regular dos funcion\u00e1rios;<\/li>\n<li>\u00a0manter bons registros e us\u00e1-los para demonstrar preocupa\u00e7\u00e3o e interesse na frequ\u00eancia dos funcion\u00e1rios;<\/li>\n<li>\u00a0referindo-se ao Programa de Assist\u00eancia ao Funcion\u00e1rio ou outros servi\u00e7os apropriados, conforme necess\u00e1rio.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>LEMBRETE: Todas as pol\u00edticas e procedimentos exigem bom senso de todos os funcion\u00e1rios.<\/p>\n<h3><strong>EXEMPLOS\u00a0<\/strong><\/h3>\n<ol>\n<li>\u00a0O funcion\u00e1rio A tem uma s\u00e9rie de consultas m\u00e9dicas agendadas com anteced\u00eancia, ou seja, uma vez por semana, durante dez semanas.<br \/>\n<em><u>Recomenda\u00e7\u00e3o:<\/u><\/em>\n<ul>\n<li>O primeiro esfor\u00e7o deve ser ajustar a agenda do funcion\u00e1rio, sempre que poss\u00edvel, incentivando-o a marcar consultas m\u00e9dicas para que elas n\u00e3o interfiram em seu dia de trabalho.<\/li>\n<li>Permita que o funcion\u00e1rio compense o tempo se quiser.<\/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>Fa\u00e7a com que o funcion\u00e1rio solicite Licen\u00e7a M\u00e9dica Familiar Intermitente (FML) em combina\u00e7\u00e3o com a) ou b).<\/li>\n<\/ul>\n<\/li>\n<li>O funcion\u00e1rio B sofre um acidente de carro no fim de semana, no qual ele fica no hospital por dez dias, fica em casa se recuperando por duas semanas e depois tem que fazer fisioterapia duas vezes por semana durante oito semanas.<\/li>\n<\/ol>\n<p><em><u>Recomenda\u00e7\u00e3o:<\/u><\/em><\/p>\n<ol>\n<li>\n<ul>\n<li>O tempo em que o funcion\u00e1rio estiver no hospital e em casa se recuperando, conte como um incidente e use as diretrizes do #1 para a fisioterapia.<\/li>\n<li>\u00a0O funcion\u00e1rio pode solicitar Licen\u00e7a M\u00e9dica Familiar.<\/li>\n<\/ul>\n<\/li>\n<li>O funcion\u00e1rio C tem uma s\u00e9rie de doen\u00e7as n\u00e3o especificadas ou vagas pelas quais ele\/ela ligou dizendo que estava doente pelo menos uma ou duas vezes por m\u00eas nos \u00faltimos nove meses.<\/li>\n<li>O funcion\u00e1rio D tem asma documentada. Nos \u00faltimos seis meses, ele\/ela abandonou o trabalho oito vezes, alegando estresse em todas as ocasi\u00f5es.<\/li>\n<\/ol>\n<p><em><u>Recomenda\u00e7\u00e3o:<\/u><\/em> (#3 e #4)<\/p>\n<p>Ap\u00f3s o funcion\u00e1rio ter se ausentado quatro ou cinco vezes, o supervisor agendar\u00e1 uma reuni\u00e3o de avalia\u00e7\u00e3o com o funcion\u00e1rio para avaliar a frequ\u00eancia, aconselh\u00e1-lo, oferecer encaminhamento para o EAP ou inform\u00e1-lo sobre a Pol\u00edtica de Licen\u00e7a M\u00e9dica Familiar, se aplic\u00e1vel. \u00c0 medida que as aus\u00eancias se prolongarem, siga o procedimento desta pol\u00edtica, oferecendo o EAP\/FML como op\u00e7\u00e3o em cada etapa do processo, se aplic\u00e1vel.<\/p>\n<ol>\n<li>O funcion\u00e1rio E usou 100 horas de licen\u00e7a m\u00e9dica nos \u00faltimos dez meses para consultas m\u00e9dicas e algumas doen\u00e7as n\u00e3o especificadas.<\/li>\n<\/ol>\n<p><em><u>Recomenda\u00e7\u00e3o:<\/u>\u00a0<\/em><\/p>\n<p>Caso o funcion\u00e1rio n\u00e3o compartilhe a natureza da doen\u00e7a, n\u00e3o tenha aceitado a oferta do supervisor de solicitar o FML e seu uso de licen\u00e7a m\u00e9dica seja excessivo, o supervisor poder\u00e1 considerar uma Avalia\u00e7\u00e3o de Aptid\u00e3o para o Trabalho pelo prestador de servi\u00e7os de sa\u00fade da Prefeitura ou, pelo menos, verificar se o funcion\u00e1rio pode se apresentar ao trabalho. Se o supervisor n\u00e3o considerar que se trata de uma aus\u00eancia justificada v\u00e1lida, dever\u00e1 prosseguir com o processo descrito nesta pol\u00edtica. (Consulte os exemplos #3 e #4.)<\/p>\n\t\tNavegar para\u2026\t\t\t\n\t\t\t\t\t<ul id=\"menu-hr-policy-directory\"><li id=\"menu-item-363145\"><a href=\"\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/americans-with-disabilities-act-compliance\/\">Conformidade com a ADA<\/a><\/li>\n<li id=\"menu-item-363146\"><a href=\"\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/ada-grievance-procedure\/\">Procedimento de Reclama\u00e7\u00e3o da ADA<\/a><\/li>\n<li id=\"menu-item-363147\"><a href=\"\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/attendance\/\">Pol\u00edticas de Presen\u00e7a<\/a><\/li>\n<li id=\"menu-item-363148\"><a href=\"\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/city-vehicles-and-equipment\/\">Ve\u00edculos e Equipamentos da Cidade<\/a><\/li>\n<li id=\"menu-item-363149\"><a href=\"\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/discrimination-complaint-procedure\/\">Procedimento de Reclama\u00e7\u00e3o de Discrimina\u00e7\u00e3o<\/a><\/li>\n<li id=\"menu-item-363150\"><a href=\"\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/diversity-management-sexual-harassment-awareness\/\">Gest\u00e3o da Diversidade Conscientiza\u00e7\u00e3o sobre Ass\u00e9dio Sexual<\/a><\/li>\n<li id=\"menu-item-363151\"><a href=\"\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/drug-and-alcohol-misuse-prevention\/\">Preven\u00e7\u00e3o do abuso de drogas e \u00e1lcool<\/a><\/li>\n<li id=\"menu-item-363152\"><a href=\"\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/drug-free-awareness-program\/\">Programa de Conscientiza\u00e7\u00e3o sobre a Elimina\u00e7\u00e3o de Drogas<\/a><\/li>\n<li id=\"menu-item-363153\"><a href=\"\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/family-and-medical-leave\/\">Licen\u00e7a Familiar e M\u00e9dica<\/a><\/li>\n<li id=\"menu-item-363154\"><a href=\"\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/smoke-free-workplace\/\">Local de trabalho livre de fumo<\/a><\/li>\n<li id=\"menu-item-363155\"><a href=\"\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/work-rules\/\">Regras de Trabalho<\/a><\/li>\n<li id=\"menu-item-363156\"><a href=\"\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/workers-compensation-guidelines\/\">Diretrizes de Compensa\u00e7\u00e3o Trabalhista<\/a><\/li>\n<\/ul>\t\n\t<div class=\"page-navigation\"><a class=\"prev-page\" href=\"https:\/\/www.miamibeachfl.gov\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/americans-with-disabilities-act-compliance\/\">\u2190 Conformidade com a ADA<\/a> <a class=\"next-page\" href=\"https:\/\/www.miamibeachfl.gov\/pt\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/city-vehicles-and-equipment\/\">Ve\u00edculos e Equipamentos da Cidade \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 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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 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