Insomnia Cookies’ attendance policy contains several structural problems that can easily drift into illegal territory, especially when managers apply it inconsistently or override system‑approved time off. The policy claims to support work–life balance, yet it gives managers broad discretionary power to cancel auto‑approved PTO, disregard secured coverage, and convert legitimate absences into disciplinary “occurrences.” When a manager cancels approved time without a policy‑based reason, it can create interference with earned benefits, expose the company to claims of retaliation, and violate federal protections such as the FMLA and ADA associational rights—even in states without paid sick‑leave laws. The policy also requires “consistency” and mandates that extenuating circumstances be escalated to Peopleteam (which isn’t your friend), yet in practice, DM’s often bypass these requirements, creating unequal treatment and potential liability.
The most concerning element is how the policy interacts with real‑world situations: employees who secure coverage, follow the scheduling system, and use earned sick time can still have their time canceled for labor‑cost reasons. This contradicts the written rules and can be interpreted as policy misuse or constructive retaliation. When a company’s internal policy allows managers to override protected or earned time off without due process, it risks violating federal law, undermining employee rights, and creating a hostile or unstable work environment. Anyone working under this policy should be aware of these contradictions and document every instance where approved time is altered, denied, or reversed.