Attendance management program was systemic discrimination: TribunalChronic or recurring medical conditions affecting attendance not considered until employees were already put on noticeBy Jeffrey R. Smith07/04/2008|hrreporter.com|Last Updated: 08/05/2008 A cure for absenteeism or systemic discrimination?Vancouver’s Coast Mountain Bus Company (CMBC) had a serious staffing problem in 1997. Due to the demands and stresses of the job, the company’s transit operators had an excessively high rate of absenteeism. In an attempt to address the problem, the company introduced a formal attendance management program (AMP), which would monitor employee absences and give them warnings that would become more serious through three levels of the program if attendance didn’t improve, eventually ending with termination. Attendance improved, but CMBC faced cries of unfairness from the union. Eventually, the complaints led to a human rights tribunal finding the AMP didn’t treat employees with disabilities that affected their attendance reasonably. Though the AMP was established with a reasonable purpose in mind, CMBC didn’t differentiate between employees whose medical conditions caused them to miss work and general absenteeism. As a result, CMBC was guilty of systemic discrimination in its AMP.The British Columbia Human Rights Tribunal has ordered a transit company to revise its attendance management program (AMP) because it discriminates against employees with disabilities that lead to absences. To Read the Full Story, Subscribe or Sign In Remember Me Forgot Password If you are a current Subscriber, please click here to set-up or update your login information.