When it comes to employment at a large company like Kroger, understanding the attendance policy, especially regarding unexcused absences, is absolutely critical. It's not just about showing up; it's about adhering to the company's expectations and ensuring job security. Kroger, like many large retailers, has a structured approach to attendance to maintain operational efficiency and fairness across its vast workforce.
So, how many unexcused absences are allowed at Kroger?
The answer isn't a simple, fixed number that applies uniformly across every single store or division. Kroger's attendance policy can vary significantly based on several factors, including:
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Your specific store and its management: Some managers might be more lenient, while others strictly adhere to policy.
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Your union contract (if applicable): A large portion of Kroger's workforce is unionized, and collective bargaining agreements (CBAs) often dictate specific attendance rules, including sick leave and unexcused absences. These union contracts can have a substantial impact on how absences are managed.
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Your division or region: Kroger operates across various divisions, and slight differences in policy may exist between them.
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Your tenure and performance: Long-term, high-performing employees might sometimes receive more leeway than new hires or those with a history of attendance issues.
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The nature of the absence: While "unexcused" generally means without a valid reason or proper notification, the context of an absence (e.g., a genuine emergency vs. simply not showing up) can sometimes influence disciplinary action.
However, based on common practices within large retail and anecdotal evidence from Kroger employees, a general framework often involves a "point" system or a "strike" system where a certain number of unexcused absences (or points accrued from them) can lead to disciplinary action, ultimately culminating in termination.
Let's dive into a step-by-step guide to understanding and navigating Kroger's unexcused absence policy.
Step 1: Get Engaged with Your Resources – This is Crucial!
Before you even think about missing a shift, the absolute first thing you should do is familiarize yourself with Kroger's official attendance policy. Don't rely solely on what a coworker told you or assumptions.
Sub-heading: Where to Find the Official Policy
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Employee Handbook: Your employee handbook is your primary source of truth. If you received a physical copy, keep it safe. If it's digital, know where to access it. This document outlines everything from attendance to benefits and disciplinary procedures.
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Union Contract (CBA): If you are a union member, your collective bargaining agreement will have a dedicated section on attendance, sick leave, and disciplinary actions. This document is often more specific and provides stronger protections than a general company policy. Union stewards or representatives are excellent resources for understanding your CBA.
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Your Manager or HR Department: Don't hesitate to ask your direct manager or the store's HR representative for clarification. It's always better to ask before an issue arises. They can provide the most current and specific information for your location and employment status.
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Kroger's Internal Employee Portal/Intranet: Many companies have online portals where employees can access policies, schedules, and other important information. Check if Kroger offers this for associates.
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| How Many Unexcused Absences Are Allowed At Kroger |
Step 2: Understand the "Excused" vs. "Unexcused" Distinction
This is the core of attendance policies. Knowing the difference can save your job.
Sub-heading: What Constitutes an "Excused" Absence?
Generally, an excused absence is one that is pre-approved, falls under a legally protected leave, or is due to circumstances that the company's policy explicitly recognizes as valid reasons for absence. These often include:
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Approved Paid Time Off (PTO): This includes vacation days, personal days, and sometimes sick days that you have accrued and formally requested and received approval for in advance. Kroger's policies indicate that associates accrue PTO, which includes sick leave.
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Sick Leave (with proper notification/documentation): While some sick days might be covered by PTO, often for longer illnesses, a doctor's note or other medical documentation might be required to excuse the absence, especially if it extends beyond a certain number of consecutive days. It's important to note that a doctor's note typically allows you to return to work, but doesn't always automatically "excuse" the absence from counting against your overall attendance record, especially if you've exhausted your paid sick leave. Policies can vary widely on this.
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Family and Medical Leave Act (FMLA): For eligible employees, FMLA provides unpaid, job-protected leave for specific family and medical reasons. This is a federal law.
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Workers' Compensation: Absences due to work-related injuries or illnesses covered by workers' compensation.
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Jury Duty or Military Leave: Legally mandated absences.
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Bereavement Leave: Time off for the death of a close family member.
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Other Company-Approved Leaves: Any other specific leaves explicitly approved by Kroger (e.g., educational leave, certain personal leaves).
Sub-heading: What is an "Unexcused" Absence?
An unexcused absence is essentially any absence from work that does not fall under the "excused" categories. This typically includes:
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No-Call, No-Show (NCNS): This is often considered the most severe type of unexcused absence. It means you were scheduled to work, did not show up, and did not notify your employer. This can lead to immediate and severe disciplinary action, often including termination after even a single instance, depending on the policy.
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Calling Out Without Sufficient Notice: While you might call in to report your absence, if you don't provide the required notice period (e.g., 2 hours before your shift), it might be considered unexcused or result in a partial unexcused absence.
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Calling Out Without a Valid Reason: If you call out but don't have an excused reason according to company policy (e.g., you simply didn't feel like coming to work, or your reason isn't recognized).
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Exceeding Allotted Paid Time Off/Sick Leave: Once you've exhausted your accrued PTO or designated sick days, any further absences, even for illness, might be considered unexcused if not covered by another approved leave.
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Failure to Provide Required Documentation: If documentation is requested for an absence and you fail to provide it.
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Leaving Early Without Authorization: If you leave your shift before your scheduled end time without manager approval.
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Being Late Without Justification: While often treated as separate infractions (e.g., half a point vs. a full point for an absence), excessive tardiness can contribute to an overall attendance issue.
Step 3: Understanding the Point/Strike System
Tip: The middle often holds the main point.
Kroger, like many large employers, often uses a progressive disciplinary system, which may be point-based.
Sub-heading: How a Point System Works (General Example)
While specific point values and thresholds vary, a typical attendance point system might look like this:
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Partial Absence (e.g., late by 15-30 minutes, leaving early without notice): 0.5 points
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Full Unexcused Absence (calling out without an excused reason/documentation): 1-2 points
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No-Call, No-Show: 2-3 points (often carries the highest point value and can lead to immediate termination for multiple occurrences, or even a single one depending on policy severity).
Sub-heading: Disciplinary Action Tiers (General Example)
As points accumulate, employees face escalating disciplinary actions:
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Tier 1: Verbal Warning: Often triggered by a low number of points (e.g., 1-2 points). This is a formal conversation with your manager about your attendance.
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Tier 2: Written Warning: More points (e.g., 3-4 points) lead to a written warning placed in your employee file.
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Tier 3: Final Written Warning/Suspension: Accumulating more points (e.g., 5-6 points) can result in a final written warning and/or a short suspension (e.g., 1-3 days unpaid). This is a very serious step.
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Tier 4: Termination: Reaching a maximum threshold of points (e.g., 6-8 points within a rolling period, or based on specific union contract language) will likely result in termination of employment.
Sub-heading: The "Rolling Period" Concept
Many attendance policies operate on a "rolling period" (e.g., 6 months, 12 months). This means points typically expire or "fall off" your record after a certain amount of time of good attendance. For example, if you accumulate 2 points today, those points might no longer count against you after 6 months of no further attendance issues. This is a key detail to understand, as it offers a chance to improve your attendance record.
Step 4: The Vague Number: How Many Unexcused Absences?
Based on information from current and former Kroger employees, and general retail attendance practices, here's what you can generally expect:
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For Unionized Employees: Many union contracts for Kroger associates mention around 5 paid days off that can be used for sick leave or other reasons. Beyond these, unexcused absences would then typically start accruing points. Some reports suggest a "6 strikes and you're out" system over a quarterly or 12-week period for unexcused absences. This can mean approximately 3 to 6 unexcused absences (depending on if partial or full absences count differently) before facing termination. However, this is highly dependent on your specific union contract and local store enforcement.
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For Non-Unionized Employees: While less commonly discussed publicly, non-unionized employees at Kroger would still likely fall under a similar point or strike system. The exact number of unexcused absences before termination would likely be in the range of 3 to 7 points/incidents, depending on the severity of each absence (e.g., a no-call, no-show counts for more than simply calling out sick).
Important Caveat: Kroger's policies can be complex and are often subject to interpretation and local management discretion. The "exact" number is rarely published as a single, universal figure because of the variables involved.
Step 5: Mitigating the Impact of Absences
Even if an absence is unexcused, there are steps you can take to minimize the negative impact.
Sub-heading: Communicate Promptly and Clearly
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Call in within the specified timeframe: Most policies require you to call in a certain number of hours before your shift (e.g., 2 hours). Failure to do so can exacerbate the issue.
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Explain the situation (briefly and honestly): While you don't need to overshare, a brief, honest explanation can sometimes help your manager understand the circumstances.
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Follow the proper call-out procedure: Don't just text a coworker or assume someone else will inform management. Follow the official procedure (e.g., calling a specific line, speaking to a manager).
QuickTip: Keep a notepad handy.
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Sub-heading: Provide Documentation When Possible
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Even if a doctor's note doesn't "excuse" an absence from your point tally, it can demonstrate good faith and provide context, especially for illnesses.
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For other unforeseen events, if there's any documentation you can provide (e.g., a police report for an accident, a verifiable emergency), it's worth offering.
Sub-heading: Understand Your Rights (Especially if Unionized)
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If you are a union member, know your rights under your CBA. Do not sign any disciplinary paperwork without understanding it fully, and consider consulting your union steward. They can often challenge disciplinary actions if policy or contract terms were not followed.
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Familiarize yourself with FMLA and other protected leaves. If your absence qualifies, ensure you go through the proper channels to apply for such leave.
Step 6: Maintain a Strong Attendance Record
The best way to avoid issues with unexcused absences is to simply be present and on time.
Sub-heading: Prioritize Punctuality
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Plan your commute.
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Set multiple alarms.
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Be ready to start your shift precisely when it begins.
Sub-heading: Manage Your Time Off Effectively
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Use your accrued PTO wisely. Don't exhaust it on minor issues if you anticipate potential future needs.
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If you need time off, request it well in advance to increase the likelihood of approval.
Sub-heading: Understand the Consequences
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Unexcused absences are a leading cause of termination in retail environments. Understanding the severe implications can help motivate better attendance.
Step 7: Proactive Engagement with Management
If you foresee an attendance issue, don't wait for it to become a problem.
Sub-heading: Discuss Potential Issues in Advance
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If you have a recurring medical condition, discuss it with your manager and HR to see what accommodations or leave options might be available.
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If you know you'll need time off for an important event that might not be easily approved, discuss options like swapping shifts with coworkers (if permitted by policy) or taking unpaid leave.
Step 8: Learning from Disciplinary Actions
If you do receive a warning or disciplinary action for an unexcused absence, take it seriously.
Tip: Reread complex ideas to fully understand them.
Sub-heading: Review and Understand the Documentation
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Read any written warnings carefully. Understand what the infraction was, the points assigned (if applicable), and the consequences of future attendance issues.
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If you disagree with the disciplinary action, follow the company's (or union's) grievance or appeal process.
Sub-heading: Improve Your Attendance
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This is your opportunity to correct your attendance. Focus on being consistently on time and present for your scheduled shifts to allow any accrued points to fall off your record.
Conclusion: The Bottom Line on Kroger Unexcused Absences
While there isn't a single, universally published number for "allowed" unexcused absences at Kroger, the general consensus and typical retail practices point to a progressive disciplinary system. Accumulating somewhere between 3 to 8 points or equivalent incidents (depending on severity and specific policy/union contract) will likely lead to termination. The most critical takeaway is to always know your specific store's and union's policies, communicate proactively, and strive for consistent attendance. Your job security largely depends on it.
10 Related FAQ Questions
How to find my Kroger employee handbook?
You can typically find your Kroger employee handbook by asking your direct supervisor or HR representative at your store. Many companies also provide access to digital versions through their internal employee portal or intranet.
How to call out sick at Kroger?
To call out sick at Kroger, you generally need to follow your store's specific call-out procedure, which usually involves calling a dedicated line or speaking directly to a manager a certain number of hours before your scheduled shift (often 2 hours). Refer to your employee handbook for the exact process.
How to check my accrued PTO at Kroger?
You can usually check your accrued Paid Time Off (PTO) through Kroger's employee self-service portal, your pay stub, or by asking your direct manager or the HR department.
How to request FMLA at Kroger?
QuickTip: Don’t just consume — reflect.
To request FMLA at Kroger, you should contact your store's HR department or a designated benefits administrator. They will guide you through the application process, explain eligibility requirements, and provide necessary paperwork.
How to avoid a no-call, no-show at Kroger?
To avoid a no-call, no-show, always notify your manager or follow the official call-out procedure as soon as you know you cannot make it to work, even if it's last minute. Communication is key to preventing this severe infraction.
How to understand Kroger's point system for attendance?
To understand Kroger's point system, review your employee handbook or union contract. If it's still unclear, ask your manager or HR to explain how points are accrued for different types of absences (e.g., tardiness, full absence, no-call/no-show) and what the disciplinary thresholds are.
How to appeal a disciplinary action at Kroger?
To appeal a disciplinary action at Kroger, follow the grievance procedure outlined in your employee handbook or union contract. If unionized, contact your union steward or representative immediately for assistance.
How to get an absence excused at Kroger?
To get an absence excused, you typically need to provide a legitimate reason that aligns with company policy (e.g., illness with a doctor's note, pre-approved PTO, FMLA, bereavement). Always communicate the reason and provide any required documentation promptly.
How to improve my attendance record at Kroger?
To improve your attendance record, commit to being on time and present for all scheduled shifts. Proactively manage your time off, communicate any potential issues to your manager in advance, and understand the policy to avoid accidental infractions.
How to contact Kroger HR for attendance questions?
You can contact Kroger HR for attendance questions by speaking to your store's HR representative directly, calling the corporate HR number (if available and provided to employees), or looking for HR contact information on the company's internal employee portal.
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