Absence Policy Change Concerns

Here are some questions the union should consider asking the company:
- What specific issues with the current system prompted the change?
- Were any impact studies conducted on employees and existing procedures before implementing the change?
- How will the company ensure the reliability and accessibility of the SHIFT app?
- What training or support will be provided to employees regarding the new process?
- How will supervisors be trained to handle the new absence notifications?
- How will the company address any technical issues with the SHIFT app?
- Will there be a grace period for employees to adapt to the new system before disciplinary actions are enforced?
- How will the company ensure consistent enforcement of the new policy?
Where in California is your company located? This can help identify the relevant labor board or court for further guidance.

Certainly! Here are some comprehensive questions the union should consider asking the company regarding the changes:
*. Were any impact studies conducted on employees and existing procedures before implementing the change?
*. What specific issues with the current absence notification system prompted the change?
*. How will the company ensure that all employees have access to and can use the SHIFT app?
*. What measures are in place to address any technical difficulties with the SHIFT app?
*. How will the company handle situations where employees are unable to report absences due to app or phone malfunctions?
*. What training will be provided to employees on the new absence notification procedures?
*. How will the company ensure that supervisors are available and responsive to absence notifications, especially for early or late shifts?
*. Will there be a grace period for employees to adjust to the new system without facing disciplinary actions?
*. How will the company address concerns about increased disciplinary actions due to the new procedure?
*. What data privacy measures are in place to protect employee information reported through the SHIFT app?
*. How will the company monitor and evaluate the effectiveness of the new absence notification system?
*. Will there be any changes to how absence data is recorded and stored?
*. How will the company handle discrepancies between reports made through the

It seems like there was a misunderstanding in the response provided. To help you better, here's a more detailed list of questions the union could ask the company regarding the changes to the absence notification policy:
*. Were any impact studies conducted on employees and existing procedures before implementing the change?
*. What specific issues with the current absence notification system prompted the change?
*. How was the SHIFT app chosen as the new reporting method?
*. Were alternative methods considered, and if so, why were they rejected?
*. How will the company address potential technical issues with the SHIFT app?
*. What measures are in place to ensure all employees have access to the SHIFT app?
*. How will the company ensure that all employees are trained on the new procedure?
*. What accommodations will be made for employees who may have difficulty using the SHIFT app?
*. How will the company handle situations where employees cannot report their absence using the SHIFT app due to technical issues?
*. Who will be responsible for monitoring the reported absences and tardiness in the SHIFT app?
*. What is the expected response time from supervisors when contacted by employees?
*. How will the company ensure that supervisors are available to respond to notifications?
*. What are the consequences if a supervisor fails to respond in