An analysis of 146 absentee discharge cases taken to arbitration reveals that arbitrators decide such cases in a fairly consistent manner. Content analysis of each case, supplemented with nonparametrical statistical analyses, indicate that eight factors appear to have the greatest influence on the arbitral decision: (1) the reason given by the employer for the discharge; (2) the existence of a formal absence control policy; (3) the consistent application of this policy; (4) employee knowledge of the attendance policies; (5) management adherence to its own policies; (6) the use of progressive discipline; (7) the employee's length of service with the employer; and (8) an impartial investigation into the cause of the absences. The development of attendance policies and procedures that will be upheld by arbitrators is discussed.