Hello, different attorney here. I am happy to address your concerns.
In California, the default rule is that employment is "at will" absent an express agreement to the contrary. At will employment can be terminated for any reason not amounting to discrimination on the basis of a legally protected trait (race, religion, gender, etc.) or retaliation for engaging in certain forms of legally protected conduct (filing a wage claim, taking FMLA leave, etc.). It doesn't matter whether the basis for termination is fair, reasonable or even true.
Since employment is "at will," absent an agreement stating otherwise, employers are not required to implement fair termination policies, or to even enforce their termination policies at all. Such policies can be changed at any time and are not legally required to even make sense since employees can be terminated for literally no reason at all.
So really, it is not the employer's attendance policy that controls. You cannot argue that a specific version of your employer's policy must apply, or that the policy should be enforceable as interpreted in a specific way and therefore somehow bar your employer from terminating you. Ultimately, they can terminate without regard to what's fair or without any reason at all, and all you can do is attempt to reason with them. Courts interpret absence policies and mere guidelines that employers offer to give employees an idea of what to expect, but nothing more.
There are a couple statutory exceptions to the general rule articulated above. The first is for employees who are missing work due to a serious health condition. Specifically, if the employer has 50 or more employees and the employee has been working for at least a year, the Family Medical Leave Act would entitle the employee to take up to 12 weeks of unpaid but protected job leave. Regardless of the employer's attendance policy, they MUST allow up to 12 weeks of protected job leave for the employee to deal with their serious health condition. Their policy does not override the FMLA.
Similar to the FMLA, the Fair Employment & Housing Act requires employers to "reasonably accommodate" disabled employees. Reasonable accommodations can include allowing a disabled employee to take time off work. So again, like the FMLA, the employer's attendance policy is not what controls. What controls is the law, and the law requires employers to allow disabled employees to take time off to the extent that such time off is reasonable and does not impose undue hardship on the business. Regardless of the employer's attendance policy, the employer may be required to allow additional time off if reasonable for them to do so.
Barring application of these two statutes, though, employers are free to enforce attendance policies however they like, due to the principle of at will employment.
I hope that you find this information helpful. Please do not hesitate to let me know if you have any questions or concerns regarding the above and I will be more than happy to assist you further.
If you do not require any further assistance, please be so kind as to provide a positive rating of my service so that I may receive credit for assisting you. Very best wishes moving forward.