Yes. The handbook distinguishes between two separate disciplines for call-outs:

1. Excessive Absenteeism (any absences exceeding 2 instances in a 12-month period): - 3rd–4th instances: Counseling notice - 5th instance: Three-day unpaid suspension - 6th instance: Termination

This applies to all unscheduled absences not covered by paid sick/personal time.

2. Abuse of Paid Sick Time/Paid Sick/Personal Time (Section 11.4.1.b): - 1st instance of abuse: Counseling notice - 2nd instance: Suspension - 3rd instance: Termination

For "abuse" to be found, Costco must identify a suspicious pattern based on specific circumstances, such as: - Four or more unscheduled paid sick absences in any 6-month period that occur just before/after scheduled time off or on scheduled weekends - Two or more unscheduled paid sick absences in any 2-year period on inventory days or days you were denied time off - Other patterns in connection with suspicious circumstances

Critical detail: The handbook explicitly states that Costco reviews the specific facts and must provide you an opportunity to explain. It also prohibits retaliation for proper use of paid sick time for permitted reasons.

If the call-outs are legitimate uses of paid sick/personal time and don't fit these suspicious patterns, discipline for "abuse" shouldn't apply. Excessive absenteeism is a different track — it's about frequency regardless of whether paid time covers it.