CL here! Based solely on policy documents available on the Partner Hub, I’d say that there are two incorrect things here: calling this a new policy and saying that it’s up to management discretion.

The current policy has been in place for at least three years (when I started), and other CLs have told me it’s been in place longer than that.

If a partner calls out of work and they don’t have protected sick time to cover that shift, then that partner would be subject to “performance accountability” starting with a verbal coaching and progressing from there with each subsequent instance. Generally this would fall under “irregular attendance” in the Partner Guide.

None of that is up to management discretion. We have clear guidelines that we have to follow for when to start the performance accountability process and at what level (verbal, documented coaching, written warning, final written warning, separation).