This post provides general information and is not a substitute for the official Kroger employee handbook or your specific union contract. The information provided here is based on general practices and publicly available employee discussions, but specific policies can vary by division, store, and union agreement. Always refer to your official resources for the most accurate and up-to-date information.
Navigating the Kroger Call-Out Policy: A Comprehensive Guide
Life happens. We've all been there. Whether it's a sudden illness, a family emergency, or an unexpected car problem, there are times when you simply cannot make it to your scheduled shift. If you work at Kroger, understanding the proper procedure for calling out is crucial to protect your job and avoid disciplinary action. But how many times can you call out at Kroger before it becomes a real problem?
Well, let's dive deep into this topic and get you the answers you need. The most important thing to remember is that there isn't a single, simple answer that applies to every single employee. The policy is complex and can be influenced by several factors. The good news is, by following a clear, step-by-step guide, you can navigate the process with confidence.
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| How Many Times Can You Call Out At Kroger |
Step 1: Know Your Resources and Your Role
Before you even think about calling out, the most important first step is to know your local store's specific rules. This is where you, the employee, need to be proactive.
Consult Your Union Contract: If you are a union member, your collective bargaining agreement is the ultimate source of truth. It will outline the specific attendance policy, including the point system, progressive discipline, and how to properly report an absence. Union contracts can vary significantly from one local to another, so don't rely on what a coworker in another state tells you. Find your contract, read it carefully, and highlight the sections on attendance.
Review the Employee Handbook: Every Kroger associate should have access to an employee handbook or a similar document. This guide will provide the general company policy, which is a great starting point. While a union contract supersedes the general handbook on points of conflict, the handbook still provides valuable context and general expectations.
Talk to Your Manager or Union Steward: If you're unsure about any part of the policy, the best thing to do is to ask. Your department manager or a union steward is the ideal person to clarify the rules for your specific store and division. Don't be afraid to ask for a copy of the policy in writing. This shows you're being responsible and want to follow the rules.
Understand the "Point System": Many Kroger divisions operate on an attendance point system. This is a crucial concept to grasp.
An absence (a call-out) typically results in a certain number of points.
Being tardy (late) might result in a fraction of that.
There's often a window (e.g., 90 days) during which these points accumulate.
Reaching a certain point threshold (e.g., 6 points) within that window triggers the first step of disciplinary action, often a "constructive advice record" or a verbal warning.
Further points lead to more severe consequences, like a written warning, suspension, and eventually, termination.
Step 2: The Right Way to Call Out
Once you have a grasp of the policy, it's time to execute the call-out correctly. The method and timing of your notification are often just as important as the absence itself.
QuickTip: Read line by line if it’s complex.
Sub-heading: Timing is Everything
Give as much notice as possible. This is non-negotiable. While some policies might state a minimum of two hours before your shift, it's always best to call as soon as you know you won't be able to make it. This gives management time to find coverage and prevents your team from being left in a lurch.
Calling out less than the required notice period can be treated as a "no-call/no-show", which often carries harsher penalties, including more points.
Sub-heading: Who to Call
Speak to a Salaried Member of Management. This is perhaps the most critical part of the process. Do not, under any circumstances, leave a message with a fellow associate, send a text message to your manager's personal phone, or simply not show up.
You must speak directly to a salaried manager, such as the Store Manager, Assistant Store Manager, or the department manager who is in charge of the store at that time (also known as the "Person In Charge" or PIC).
If you call and the person who answers the phone is not a manager, politely ask to be transferred to a manager or PIC.
The Customer Service Desk is not the right place to call out. While they may transfer you, they cannot officially take your call-out.
Sub-heading: What to Say
Keep it simple and professional. You do not need to provide an excessive amount of detail about why you are unable to come to work. A simple "I am calling to report that I will not be able to come in for my scheduled shift today due to an illness/personal emergency" is sufficient.
Ask for the name of the person you are speaking with and, if possible, ask them to confirm that they will document your call-out.
Don't forget to write down the name of the manager you spoke to and the time of the call. This is your documentation in case there is any dispute later on.
Step 3: Understanding the Progressive Discipline System
The number of times you can call out is directly tied to the progressive discipline system, which is designed to address an "unfavorable trend" in attendance. This is a series of escalating consequences for repeat offenses.
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Step 1: First Warning. This usually happens after accumulating a specific number of points within a certain timeframe (e.g., 6 points in 90 days). It's typically a constructive advice record or a formal discussion with management about the attendance policy. This is your cue to correct the behavior.
Step 2: Second Warning / Probation. Reaching a higher point total (e.g., 8 points in 90 days) can lead to a more serious written record and being placed on probation for a set period, like 90 days. This is a serious step, and any further attendance issues during this time will be viewed with great scrutiny.
Step 3: Suspension. If you continue to have attendance issues while on probation, you may face a suspension, often for a few days without pay.
Step 4: Termination. Continued attendance problems after a suspension can lead to job termination.
Crucial Caveat: Consecutive absences for a single illness may be treated differently. For example, if you call out for three days in a row due to the flu, some policies may treat this as a single "occurrence" rather than three separate absences. However, you will often be required to provide a doctor's note for absences of three days or more. Always check your specific policy on this.
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10 Related FAQ Questions
1. How to get a doctor's note to excuse an absence?
Contact your doctor's office and explain that you need a note for your employer to excuse your absence due to illness. They will usually provide a simple note stating that you were seen on a certain date and were advised to be out of work.
2. How to call out if no manager is available?
If you call the store and no salaried manager is available, you should ask to speak to the person in charge (PIC). They are authorized to take call-outs and relay the information to the appropriate manager.
3. How to check my attendance points?
QuickTip: Pause when something feels important.
Your attendance points are tracked by management. You can request to see your attendance record from your department manager or a union steward to understand your current standing.
4. How to call out for a bereavement or family emergency?
For these types of situations, the same call-out procedure applies. However, your union contract or employee handbook may provide specific guidelines for bereavement leave, which may require documentation.
5. How to use my PTO or sick time for an absence?
The process for using paid time off (PTO) or sick time for an absence will be outlined in your employee handbook or union contract. You typically need to notify management in advance or when you call out that you would like to use this time.
6. How to avoid a no-call/no-show?
The only way to avoid a no-call/no-show is to follow the proper procedure: call the store and speak to a salaried manager or PIC at least the minimum required time before your shift.
Tip: Break long posts into short reading sessions.
7. How to handle a manager who says I can't call out?
A manager cannot legally prevent you from calling out if you are genuinely ill or have a legitimate reason. If a manager tries to deny your call-out or pressure you to come in, document the conversation and immediately contact your union steward or a higher-level manager (like the store director or a district manager).
8. How to handle long-term medical leave?
For absences of three or more consecutive shifts, you will likely need to initiate the process for a leave of absence, which is often handled by a third-party administrator like MetLife. This process is separate from the regular call-out procedure and requires official documentation from a healthcare provider.
9. How to appeal a disciplinary action for attendance?
If you believe a disciplinary action was unfair or incorrect, you can file a grievance with your union steward. They will guide you through the formal process of challenging the action.
10. How to find my union steward?
Your union steward is a fellow employee who is trained to help you with workplace issues. They are typically posted on the union board in your breakroom or you can ask any union member in your store who their steward is.
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