If you do it properly following CVS policy it takes a LOT of points (occurrences) to get to the termination phase of callouts. It is much more frequent that people simply quit when you start writing them up for all the call-outs. Or if they're part-time like another poster said you just stop giving them hours and the problem resolved itself.
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I honestly don't remember the CVS attendance policy (aside from writing people up) since over 16 months I can count on a SINGLE hand the amount of tech callouts I experienced. The following is just for comparison.
Walmart has a 6-month period of 4 occurrences (unauthorized absences) before termination. One no-call no-show = 4 occurrences. There are no writeups for callouts, but just accumulation of occurrence points. Then after 6 months the maximum rises to 9 occurrences max in a rolling 6 month period..
Also you are supposed to report your absence officially (by phone or web form) no later than 1 hour before your scheduled shift time, otherwise it's officially a no-call no-show pursuant to the Attendance and Punctuality Policy (e.g., you can't just call in 3-4 hours after your shift starts) but Walmart ****ed this up in the attendance tracking system so this type of situation isn't coded correctly. I have already explained this to HRSS and my boss but no one cares apparently and my boss said actually if you can't code it officially in the attendance tracking system, you can't use it against an associate (WTF!), not even write-up for pulling that bull****.
Then in California, Walmart allows people to have BOTH protected sick pay (30 hours) and "family care" (or "kin care") pay to allow absences to be authorized, the latter of which is up to one-half (50%) of their accrued PTO. At least sick pay and family care are overlapping balances (as permitted by law) so they now deduct simultaneously (but they didn't when Walmart rolled out the new PTO system in March 2016, so ****ty associates got basically an extra 30 PTO hours protected on top of their 50% of total PTO.) Also Walmart allowed entire existing PTO balances to roll over completely to the new system (a one time thing; next year only a portion is rolled over), so we had people who would project to have ~260 PTO hours by the end of fiscal year 2017 (which ends in 2 days or January 31, 2017).
With 100 protected PTO hours an employee can miss up to 12 days with impunity, THEN they have to miss 9 more days without job protection before you can get rid of them for attendance, or just over four work weeks.
Tell me CVS is not like this.
