DISCIPLINARY POLICY:
Every company has to have one, so we try to keep it simple. Upshift operates on a 3-strike system that follows a rolling 30-day period (Any strike you receive expires after 30 days). The ways to avoid strikes boil down to working when you say you will, showing up on time, with the correct uniform, and doing a great job.
Disciplinary action may include verbal warnings, written warnings, or termination. The severity of the corrective action will reflect the nature of the offense, and increasingly severe measures may be taken for more serious or repeated offenses. Gross Misconduct and serious offenses will result in immediate termination.
Upshift reserves the right to administer and adapt disciplinary rules and procedures individually based on its interpretation of the facts of incidents or use immediate termination when such actions may be in the best interest of Upshift. Nothing herein shall after the employment "at-will" policy including, but not limited to, the failure to implement progressive discipline.
STRIKES DURING THE INTRODUCTORY PERIOD:
Strikes are calculated differently during your Introductory Period on Upshift. During your first five shifts or five completed punch cards, certain offenses—such as last-minute cancellations and first-shift violations—result in harsher penalties like multiple strikes or even permanent suspension.
To learn more about how strikes are calculated and the offenses that count towards them, follow the link below for a detailed explanation of the Introductory Period rules.
ATTENDANCE POLICY:
Upshift has high standards regarding attendance for confirmed shifts, and our disciplinary policy reflects this. It is your responsibility to make sure that you are available for any shift that you have confirmed. If your availability changes, you must cancel any impacted shifts via the system as soon as possible. If you cancel the shift more than 24 hours before the shift start time, you will not receive any disciplinary action. Cancelations less than 24 hours before the shift will result in 1 strike, while any No Call-No Shows to a shift will be grounds for termination as outlined in the Disciplinary Policy.
It is important to remember that, no matter the situation, Upshift is your employer. Whether you are working on a short or long-term assignment with a client company, you will be expected to adhere to Upshift's policies and procedures. It is unacceptable to contact a client, their headquarters, or other locations directly to ask about future shifts or to discuss payroll or other issues. Doing so may result in disciplinary action, up to and including termination. Communication must go through your Upshift representative.
FREQUENTLY ASKED QUESTIONS:
What about unforeseen circumstances?
We understand that life can get complicated; this is why the system allows for 1 strike to serve as a warning with no disciplinary action. In limited circumstances, strikes incurred can be reviewed for possible waiver or adjustment by submitting timely, official, and relevant police or medical documentation about you or your children/dependents. You may also be asked to sign a HIPAA release allowing us to speak to your medical provider for clarifying information. With regard to basic 24-hour cancellations, only a police report detailing events beyond your control that prevent you from making it to a shift or medical documentation authenticating true medical emergencies or certifying your inability to work a particular shift or day based on a medical restriction, meet the qualifying standard for consideration; documentation provided for a No Call No Show or other infraction must meet a higher qualifying standard that will pertain to the specific policy violation.
How can I appeal a strike?
If you wish to appeal, you will need to notify Upshift within 72 hours of the strike being assigned, stating the reason for the appeal. The strikes become final after 72 hours and are no longer eligible for review unless there was a police or medical emergency for which supporting documentation is submitted. Employees must submit medical or police documentation within 72 hours of the assigned strikes to be eligible for review unless they were physically incapacitated. In this case, the employee can submit said documentation up to 48 hours after becoming incapacitated.