Amazon's Attendance and Leave Policies: Protecting Your Job When Taking Time Off (USA)

How Amazon’s Attendance System Works

Amazon uses a points-based system to track absences, lateness, and early departures. Each “occurrence” adds points to your record. If you reach certain thresholds, you may face discipline or even termination. For example, accumulating 8 points in 60 days triggers a required manager outreach, and continued points can lead to losing your job.

Points are assessed for:

• Missing a shift without approved time off

• Arriving late or leaving early

• Not following proper call-in procedures

Amazon claims the system is mostly for part-time employees and that managers review cases involving emergencies or unforeseen events. However, lawsuits and worker reports suggest the process is more automated than Amazon admits, and errors in recording approved leave are common.

Types of Time Off: UPT, PTO, Vacation, and More

Amazon offers several categories of time off, each with its own rules:

• Unpaid Time Off (UPT): Can be used for any reason, in small increments. Using UPT properly should not result in points, but if you run out, absences will add points.

• Paid Time Off (PTO): Accrues with tenure and usually must be requested in advance. Approved PTO should not result in points.

• Vacation: Separate from PTO in some cases, must be approved in advance.

• Personal Time: Available at some facilities for unexpected absences.

• Leave of Absence: For medical, family, or personal reasons (including FMLA and ADA leave). Approved leave should not result in points.

The difference between an absence that results in points and one that doesn’t often comes down to whether you had available time off, followed the right procedures, and—crucially—whether your absence was properly recorded in Amazon’s system.

Legally Protected Absences

Certain absences are protected by law, meaning Amazon cannot penalize you for taking them:

• FMLA: Up to 12 weeks of unpaid leave for serious health conditions, family care, or new children. FMLA leave cannot count toward attendance points.

• ADA: Time off as a reasonable accommodation for a disability, including intermittent leave, cannot count toward points.

• Pregnancy Discrimination Act: Pregnancy-related absences must be treated like other medical absences.

• State Laws: Many states offer additional protections, such as paid sick leave or pregnancy disability leave.

How to Request Leave the Right Way

For planned absences, always request time off in advance using Amazon’s official systems (A to Z app, HR portal), and save confirmation of approval. For unexpected absences, use available time off, follow call-in procedures, and document everything (including confirmation numbers and emails). For FMLA or medical leave, request the proper paperwork, have your doctor complete it, and submit it promptly. Always check that your approved leave appears in your schedule and attendance record.

Why Approved Leave Sometimes Isn’t Recorded

A recurring problem is that approved leave isn’t properly entered into Amazon’s attendance system. This can happen due to:

• Managers not entering approvals

• System delays or errors

• Communication breakdowns between HR and the attendance system

• Failures in tracking intermittent leave

Because the system is largely automated, points may be added even when you have approval. Human review is supposed to catch these errors, but often doesn’t.

Real Cases: When the System Fails

Workers like Patricia Caputo and Mekaliah Torres followed the rules, got approval for medical or pregnancy-related leave, and were still terminated because their absences weren’t properly recorded. In both cases, the automated system added points and triggered termination, and correcting the error proved difficult.

Pregnancy and Medical Accommodations

Pregnant workers have the right to accommodations and protected leave under federal and state law. Common accommodations include lifting restrictions, more frequent breaks, and modified schedules. Always request accommodations in writing, provide medical documentation, and follow up to ensure your needs are reflected in Amazon’s systems.

What to Do If You’re Terminated for Attendance

If you’re terminated for attendance points and believe some absences were protected:

• Request your personnel file and attendance records

• Gather all documentation of approved leave

• Don’t sign any release without understanding your rights

• File complaints with the EEOC (for discrimination), Department of Labor (for FMLA), or your state agency

• Consider consulting an employment attorney—deadlines are strict

State-Specific Protections

States like California, New York, and Washington offer stronger protections than federal law. If you work in a state with additional rights, Amazon’s national policy may not fully protect you. Always check your state’s laws.

Using Caira to Understand Your Rights

Caira can help you analyze Amazon’s attendance policy, leave requests, termination notices, and more. You can ask questions like:

• “Does this termination notice comply with state law?”

• “Was my leave request properly documented?”

• “What deadlines apply for filing a complaint?”

Checklist: Protecting Yourself

Before taking leave:

• Do you have available time off?

• Did you request leave through official channels?

• Did you save confirmation of approval?

During leave:

• Are you following call-in procedures?

• Are you keeping records of absences and reasons?

After returning:

• Did you check your attendance record for errors?

• Did you report any discrepancies immediately?

If terminated:

• Did you request your personnel file?

• Did you gather all evidence of approved leave?

• Do you know your options for complaints or legal action?

Amazon’s attendance system is highly automated and not always accurate. If you’re disciplined or terminated for absences that should have been protected, you may have a strong legal claim. Document everything, know your rights, and act quickly if you spot errors.

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This information is for educational purposes and is not legal, financial, or tax advice. Employment law varies significantly by state. Outcomes vary depending on the evidence submitted and its strength.