CCS Attendance Performance

Improvement and
Compensation Update
• We appreciate your dedication to our team and want to ensure that
each one of you is recognized and rewarded fairly. We understand
that some employees have shown exceptional commitment to their
roles, while others may have faced challenges. In light of this, we've
recently revised our attendance policy, providing everyone a fresh
opportunity to improve their attendance and secure a well-deserved
increase.
• This means your previous attendance record will not be a factor in
determining your eligibility for an increase. We're focusing on your
actions moving forward, rather than dwelling on past attendance
issues. Your commitment to the team and its goals is what matters
most.
• Starting from November 1, 2023, and for the next 90 days, all
employees, regardless of their current disciplinary status, will have the
chance to make a positive change. While our annual reviews consider
various factors, we believe that addressing our attendance challenges
is crucial for the success of the CCS family.

• CCS management will meet with each of you to discuss your individual
performance during this review period. However, the base pay
increase will be standard for all employees, with details as follows:
• Category 1:

• If you have been with CCS for less than a year and are out of
probation by February 1, 2024, you will be eligible for a temporary
$75 increase in your base pay for a 3-month period starting
November 1, 2023, provided you have no attendance infractions for
each pay period in November, December, and January.
• Category 2:

• If you have been with CCS for less than a year as of February 1, 2024,
you will be eligible for a temporary $120 increase in your base pay for
a 3-month period starting November 1, 2023, given that you have no
attendance infractions for each pay period in November, December,
and January.
• Penalties: If an employee accumulates 2 or more attendance points
per pay period and/or month, they will lose $25 per month in
Category 1 or $40 per month in Category 2, thereby reducing the
potential permanent increase by the same amount.
• Reward: For those on an 80-hour pay period, this increase could mean
$6000 (Category 1) or $9600 (Category 2) per pay period, which can
help cover increased expenses such as utilities and transportation.
• These changes are intended to reward each of you based on your
performance to the increased cost of living and your commitment to
punctuality and attendance.

• Look out for a calendar invite notifying you of your meeting date/time
for review this season. Thanks for all you do!
• We can establish a formula that calculates employees' potential
earnings, incorporating variables of $25, $50, $75, $40, $80, $120, or
$0, depending on their individual attendance performance within
each pay period and month. The company's attendance policy based
on a 6-month rolling period will remain in full effect and all the
necessary disciplinary actions will be served.
• Advantages and Disadvantages:

• Compared to the post-dated attendance review approach to an

increase, this proposed system offers several advantages, such as:
• Advantages:

• Fairness: This system treats all employees equally and rewards them based on their current and future performance rather than past mistakes.

• Clear Incentives: The specific criteria for earning the increase are clear and transparent.

• Timeliness: Employees can start benefiting from the increase immediately, motivating them to improve attendance.

• Cost Control: The system reduces the potential increase for those with frequent attendance issues, helping control costs.

• Effectiveness: Help to solve current attendance issues in the most impactful way.
• Disadvantages:

• Rigidity: The pay code cannot be modified, so we would have to implement

this separate incentive system, which may be less flexible.

• Initial Impact: Some employees may face a reduction in their earnings if

they do not meet attendance criteria.