[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-172044-105":53,"doc-detail-172044-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","investigative-interview-template-attendance","Investigative Interview Template - Attendance","","Investigative interview template for addressing employee attendance problems such as AWOL, tardiness, unapproved or questionable leave, and failures to report or call in. Provides guidance for scheduling interviews with union representation, using Weingarten rules, and documenting employee responses even when questions are refused. Includes steps to exclude FMLA-approved or eligible absences, gather relevant forms and medical records, and prompt dates, circumstances, and corrective actions through a worksheet structure.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/investigative-interview-template-attendance/172044/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/investigative-interview-template-attendance/172044.png","ImageObject",442,249,{"name":88,"@type":89},"Aria","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/octet-stream","2026-10-20","2026-09-01",true,{"@type":98,"interactionType":99,"userInteractionCount":8},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What should a supervisor do before scheduling an investigative attendance interview for a bargaining-unit employee?","Question",{"text":108,"@type":109},"Check certified union steward availability before scheduling. If the steward is unavailable, obtain the steward or reschedule the interview so representation is available.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"How should FMLA-related absences be handled in the attendance investigation?",{"text":113,"@type":109},"Exclude any leave that was approved or should have been approved under the Family and Medical Leave Act. Determine eRMS and medical eligibility; discipline cannot be issued for FMLA-protected absences.",{"name":115,"@type":106,"acceptedAnswer":116},"What documents should be gathered to discuss specific attendance incidents?",{"text":117,"@type":109},"Gather Forms 3971 and 3972, applicable TACS reports, any 5-day letters, and any medical documentation. Review Form 3972 for an approximately 12-month window around the questionable absences.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},172044,1788289400,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":8,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":125,"read_time":73},2336464648322,"https://ap-avatar.wpscdn.com/avatar/2200025388227c56fec?_k=1778556882303663488","INVESTIGATIVE INTERVIEW TEMPLATE:  ATTENDANCE\nThis is a template - a guide to assist a manager in preparing for an investigative interview.  It is to be adapted to the situation before the interview by the supervisor using Word.  It can then be further adapted during the interview, either in pen or Word.\nIf the employee is a bargaining-unit employee and the employee requests union representation, you must obtain the certified steward for that work location.  If that union steward is not available, reschedule the interview until they, or the union’s alternative is available. To avoid delays in interviewing the employee, check union steward availability prior to scheduling the interview.  \u0013 HYPERLINK \"http://chicagointranet.usps.gov/reports/chicago/reports/Weingarten%20Card.htm?ver=12082008164720\" \u0014Click here to see Weingarten Rules for Supervisors.\u0015\nNon bargaining-unit employees may also request representation during investigative questioning if the employee has a reasonable belief disciplinary action may ensue.  These employees have a free choice of representation, subject to conflict of interest rules.  Click to s\u0013 HYPERLINK \"http://www.usps.com/cpim/ftp/manuals/elm/html/elmc6/elm650_001.html\" \\l \"vnameref_1\" \u0014ee ELM §651.2. and read ELM §650, generally.\u0015\nIf the employee refuses to discuss the matter, advise them that they must cooperate in any postal investigation, click to see \u0013 HYPERLINK \"http://www.usps.com/cpim/ftp/manuals/elm/html/elmc6/elm660_005.html\" \u0014ELM §665.3\u0015.  Advise them that their failure to explain their side of the story will mean that you will be unable to consider whatever they might have to say when you are making a decision as to whether disciplinary action may be appropriate.  Even if the employee refuses to answer one question, continue to ask each question and note in the response that the employee refused to answer.\nAttendance issues range from AWOL to tardiness so exact questions on this template must be created by the manager conducting the interview.  It is important to review each individual instance of questionable leave that you have set out below in the worksheet.  You may have to explain that they were approved for pay purposes, but nonetheless fail to meet our attendance rules or standards.\nBe sure to exclude from consideration any leave for which Family and Medical Leave Act (FMLA) was approved or should have been approved.  One line of questioning may be to clarify which leave is subject to FMLA.  Determine through eRMS and medical documentation provided whether the employee is entitled to FMLA protection for any of the absences.  Discipline cannot be issued for FMLA-protected absences. Click for \u0013 HYPERLINK \"http://www.usps.com/cpim/ftp/manuals/elm/html/elmc5/elm510_005.html\" \u0014ELM §515\u0015.  For further guidance, contact the FMLA Coordinator or Labor Relations.\nGather the Forms 3971, 3972, applicable TACS reports, any 5-day letters, and/or medical documentation and use the questions below to discuss the dates that the employee was late, absent, called-in sick, AWOL, etc.  Keep these documents with you for the interview and be prepared to share them with the employee.  Be sure to include them in the file that will be sent to the Labor Relations Office for filing.\nRemember that to see the complete attendance picture, a Form 3972 will usually need to be reviewed for about a 12-month period surrounding the questionable absences.\nDelete this page from the completed Investigative Interview that you will submit.\nInterviewer\t\t\t_____________________________________________\nEmployee Interviewed    \t_____________________________________________\nDate/Time of Interview  \t_____________________________________________\nOthers Present\t\t_____________________________________________\nLocation of Interview\t_____________________________________________\nNotes on Employee Behavior and/or Body Language\n___________________________________________________________________\n_______________________________________________","cbCaifUmy9Rdk2yy","https://ap.wps.com/l/cbCaifUmy9Rdk2yy","doc",47104,6,"English","# Investigative Interview Preparation\n## Union Representation and Scheduling\n## Representation for Non-Bargaining Unit Employees\n## Handling Refusals and Documentation","[{\"question\":\"What should a supervisor do before scheduling an investigative attendance interview for a bargaining-unit employee?\",\"answer\":\"Check certified union steward availability before scheduling. If the steward is unavailable, obtain the steward or reschedule the interview so representation is available.\"},{\"question\":\"How should FMLA-related absences be handled in the attendance investigation?\",\"answer\":\"Exclude any leave that was approved or should have been approved under the Family and Medical Leave Act. Determine eRMS and medical eligibility; discipline cannot be issued for FMLA-protected absences.\"},{\"question\":\"What documents should be gathered to discuss specific attendance incidents?\",\"answer\":\"Gather Forms 3971 and 3972, applicable TACS reports, any 5-day letters, and any medical documentation. Review Form 3972 for an approximately 12-month window around the questionable absences.\"}]","Investigative Interview Template - Attendance | DOC"]