What's the UPS Teamsters Attendance Policy? What Your Contract Says

If you're searching for "the attendance policy," you're probably worried about getting written up — or worse — for being late, calling in, or missing a day. Here's the honest answer up front: there is no single, national "attendance policy" article in the UPS Teamsters contract excerpts available here. Instead, attendance discipline is governed by the same rules that govern all discipline — just cause, progressive discipline, and the warning-letter procedure. This article walks you through what your contract actually says, what's a matter of general workplace practice, and what to do if you're facing attendance discipline.

First, an important distinction

Generally speaking, an "attendance policy" is an employer's set of rules about punctuality, work hours, absences, and how attendance is tracked and disciplined ^[8][9][10]. Many companies build these unilaterally through their HR department ^[9]. UPS does maintain attendance expectations and tracking, but as a unionized worker, you are protected by your contract — management can't just discipline you however it wants. Any attendance discipline still has to clear the contract's discipline rules.

So the real question isn't "what's the policy" — it's "what protections do I have when UPS tries to discipline me over attendance?" That's where your contract does a lot of work.

You can only be disciplined for "just cause"

In nearly all Teamster contracts, and as a matter of law, an employee can only be disciplined or discharged for just cause ^[3]. That's the single most important protection you have on attendance. Before discipline sticks, an arbitrator (and your steward) will test it against the classic just-cause questions, including ^[3][5]:

• Notice — Did the employer give reasonable notice of the rule and the possible consequences? ^[5]
• Consistency — Has the rule actually been enforced, or selectively applied? An employee can't be penalized for breaking a rule the employer let slide for a long time ^[5].
• Due process — Was there a pre-disciplinary interview? Timely action? A precise statement of charges? No double discipline? ^[5]
• Substantial proof — Is there real, credible evidence? ^[5]
• Equal treatment — Did others get a lighter penalty for the same thing? ^[5]
• Progressive discipline — Other than extreme misconduct, did the employer use progressive, corrective discipline rather than jumping to termination? ^[5]
• Mitigating circumstances — Did they weigh your record and the reasons behind the absence? ^[5]

Attendance cases live and die on these tests. A single late day after years of good attendance is very different from a documented pattern — and the just-cause framework forces UPS to account for that.

The warning-letter rule (your written-notice protection)

Under the Western Region Supplement, no employee can be suspended or discharged without first being given a written warning notice that clearly sets out the facts forming the grounds for it ^[2]. The facts in the warning must be the same type as those used for any later suspension or discharge, and all warning, suspension, and discharge letters must accurately state the relevant dates, articles, and violations the company is relying on ^[2].

This matters enormously for attendance. It means UPS generally has to paper-trail attendance problems — warn you in writing first — before escalating to suspension or termination ^[2]. There are listed exceptions for serious offenses (proven dishonesty, drinking on duty, reckless serious accidents, unauthorized passengers, assault, illegal narcotics, willful damage), but routine attendance issues are not on that list — so the warning-notice protection applies ^[2].

The supplement also sets a timeliness rule: within ten (10) days of the occurrence of the alleged cause for discipline, the Employer shall give written notice ^[2]. General just-cause practice also flags timeliness and double discipline (being punished twice for the same thing) as due-process failures your steward should look for ^[5].

Probationary employees: less protection

Be aware: a new full-time employee is probationary until they've worked 30 days within a 120-consecutive-day period (package car can run up to 40 worked days with classroom training) ^[4]. During probation, an employee can be discharged without that discharge being subject to the grievance procedure ^[4]. UPS still cannot discipline a probationary employee to evade the rule or to discriminate against union members ^[4]. So attendance during your probation window carries more risk — the just-cause grievance protections fully kick in once you attain seniority.

Start times, delayed starts, and "tardiness"

A couple of contract provisions touch directly on showing up:

• Delayed start times. The Employer may delay start times for inclement weather, earthquakes, civil unrest, floods, and Acts of God that delay package arrival — but only if employees are notified at least two (2) hours in advance, and only when the delay is one (1) hour or more ^[1].
• Posted start times. Start times are posted on the prior Friday for the coming week. Critically, if the Employer fails to post start times, employees shall not be disciplined for tardiness ^[1]. That's a direct attendance protection: no posting, no tardy discipline.

What about call-ins, sick days, and FMLA?

A lot of "attendance" issues are really protected-absence issues, and the contract treats those separately from discipline:

• FMLA / family and medical leave. Where it appears in the rider, protected leave includes time for a new child/foster placement, to care for a spouse/child/parent with a serious health condition, or your own serious health condition. Your seniority continues as if you hadn't taken leave, and health insurance is maintained during the leave ^[6]. You generally must give 30 days' notice when foreseeable, or as soon as practicable when not ^[6]. An absence properly covered by FMLA should not be counted against you as an attendance violation.
• Part-time sick leave. Under the Southwest rider, each part-time employee gets seven (7) days of sick leave (a four-hour daily guarantee at straight time) after one year of seniority, renewing each anniversary, with options to accumulate (up to 60 days), cash out, or use with vacation ^[6].

Specific call-in procedures, point systems, and occurrence thresholds vary by building and supplement and are often handled as local past practice — keep in mind that lax enforcement of a rule does not create an enforceable past practice ^[3], and management's right to direct the workforce has been upheld in arbitration ^[3]. So always check your own supplement, rider, and local addendum.

If you're written up: the grievance procedure

Attendance discipline you believe is unjust is grievable. Teamster contracts typically use a multi-step grievance procedure: Step 1, the steward and grievant meet the supervisor; Step 2, a union rep, grievant, and management meet; Step 3, a panel or arbitration ^[3]. In discipline cases, the Employer is required to present its complete case and all evidence at the time of discipline, and your steward should document the hearing and ask for copies of any statements or evidence ^[5]. If a case goes to a labor-management panel, both sides must provide a written case presentation, position statement, and the remedy sought ^[7].

What to do next

• Don't sign anything that admits fault. Ask for your steward before any disciplinary interview.
• Get it in writing. Make sure any warning/discipline letter states the exact dates, articles, and violations ^[2] — vague letters are vulnerable.
• Document protected absences. Keep records of FMLA, sick leave, and any approved time off ^[6].
• Check your local supplement/rider. Point systems and call-in rules vary by area. Confirm what posted start times and notice rules apply to you ^[1].
• Talk to your steward early, and ask TeamstersGPT with your specific supplement selected so the answer reflects your building's rules.