1 Purpose

The West Egg Group Security Services (“Company”) has established this policy to provide clear guidelines and expectations regarding employees who fail to report for a scheduled shift without proper communication.

Reliable attendance and timely communication are essential to maintaining effective security operations and meeting client and business requirements. Employees who fail to report for scheduled shifts without appropriate notice may be subject to
disciplinary action, up to and including termination of employment.

2 Scope

This policy applies to all employees of The West Egg Group Security Services, including new hires and those on probation. No employee is exempt from this policy, although exemptions may be considered at the discretion of a manager for specific,
approved reasons.

3 What Is a No Show?
Term Definition
No Call No Show An incident in which an employee fails to report for a scheduled shift and does not notify the Scheduling Department at least one (1) hour prior to the shift start time.
Employees are encouraged to provide as much advance notice as possible to allow scheduling sufficient time to arrange replacement coverage.

4 Exceptions and Extenuating Circumstances
Employees are expected to comply with this policy at all times. However, the company may consider extenuating circumstances on a case-by-case basis and, where appropriate, may temporarily exempt an employee from certain requirements.
Examples may include:

• An approved medical leave;
• A family emergency; or
• Other exceptional circumstances approved by the employee’s Supervisor, Manager, or Service Delivery Manager (“SDM”).
• Any exemption will apply only for the period specifically approved. Once the approved period has ended, the employee will again be subject to this policy.

5 Job Abandonment and Inactivity
Employees who regularly do not accept or pick up shifts may be considered inactive.
Where an employee does not maintain communication with their Supervisor or Manager, the Company may initiate its inactivity process.
Employees receiving an inactivity letter are required to respond by the deadline specified in the letter and communicate with their Supervisor or Manager regarding their availability for work or their intention to resign.
Employees may resign from their employment if they no longer wish to work; however, appropriate communication with the Company is expected throughout the process.
Failure to respond to required communications within the specified deadlines may result in termination of employment for job abandonment.

6 How to Avoid a No Show
Employees who are unable to attend a scheduled shift must:

• Contact Scheduling by telephone at least one (1) hour before the scheduled
  shift start time;
• Speak directly with a Scheduler to request a book-off;
• Provide their full name;
• Provide the reason for their absence;
• Provide the expected duration of their absence; and
• Provide any critical information regarding their current work responsibilities or
  assigned duties.

Email and text messages are not acceptable methods for booking off a scheduled shift. Employees must speak directly with Scheduling by telephone.
Employees may be required to provide supporting documentation, such as a medical note or other relevant documentation, where appropriate and permitted by applicable law.

7 Disputing a No Show
If an employee believes that a No Show has been recorded incorrectly or that extenuating circumstances were not properly considered, the employee must discuss the matter with their supervisor or SDM within two (2) business days of the
incident.
The Supervisor or SDM may escalate the matter to the appropriate Manager for further review.
The Company will review relevant information and circumstances before determining whether disciplinary action is appropriate.

8 Accountability Process

8.1 During Probation
An employee within their probationary period who fails to report for a scheduled shift without following the required communication process may be subject to termination of employment for a first offence, depending on the circumstances.

8.2 After Probation
First No Show:
Following a first No Show:

• The employee will be suspended without pay and will not be permitted to return to scheduled shifts until they have completed an in-person meeting with their Manager, unless otherwise directed by the Company.
• A First Written Warning will be issued by the Manager.
• The employee must attend the scheduled meeting with their Manager.
• If the employee cannot attend the scheduled meeting, they must contact their Manager at least one (1) hour before the meeting to request a new meeting time.
• Failure to attend the scheduled meeting without providing the required notice may be treated as a second No Show and may result in a further written warning.
• If the employee does not make themselves available for the required meeting and does not maintain communication with the Company, HR may issue a First Inactivity Letter and attempt to contact the employee by telephone.
• The employee must respond to the Inactivity Letter by the deadline provided and communicate with their Supervisor or Manager regarding their availability for shifts or their intention to resign.
• Failure to respond by the deadline may result in a Second Inactivity Letter being issued by HR, along with another attempt to contact the employee by telephone.
• The employee will again be required to respond by the deadline specified.
• Failure to respond to the Second Inactivity Letter may result in termination of employment for job abandonment.

Second No Show:
Following a second No Show:

• The employee will be suspended without pay and will not be permitted to return to scheduled shifts until they have completed an in-person meeting with their Manager, unless otherwise directed by the Company.
• A Final Written Warning will be issued by the Manager.
• If the employee cannot attend the scheduled meeting, they must contact their Manager at least one (1) hour before the meeting to request a new meeting time.
• Failure to attend the scheduled meeting without providing the required notice may be treated as a third No Show and may result in termination.
• If the employee does not make themselves available for the required meeting and does not maintain communication with the Company, HR may issue a First Inactivity Letter and attempt to contact the employee by telephone.
• The employee must respond to the Inactivity Letter by the deadline provided and communicate with their Supervisor or Manager regarding their availability for shifts or their intention to resign.
• Failure to respond may result in a Second Inactivity Letter being issued by HR, along with another attempt to contact the employee.
• Failure to respond to the Second Inactivity Letter by the specified deadline may result in termination of employment for job abandonment.
• Where applicable, the final communication will contain confirmation of termination and the employee’s termination letter.

Third No Show:
A third No Show may result in:

• Direct termination of employment.
• HR will issue the termination communication and applicable termination letter.
• The Company reserves the right to consider the specific circumstances of each incident before determining the appropriate disciplinary response.