Managing Absenteeism in Your Workplace
Employers face challenges in managing people especially those they have employed to undertake tasks on their behalf in exchange for monetary compensation. Despite the fact that the employees are obligated to appear at work and produce for the period they have been contracted, they sometimes fail to appear at all. It should be noted that absenteeism can be voluntary or unavoidable. Most importantly, the more times employees stay away from work, the lesser the productivity is achieved.
Culpable or blameworthy absenteeism occurs when an employee fails to appear at work, but does not have a substantial explanation. It is like failing to wake up early or taking a sick day when one is not ill. It is a negligent type that makes people
It is the opposite of the other and illustrates an instance when employees fail to appear at work for reasons beyond their control. It is an unforeseen circumstance that occurs, and the employee has to keep out of work. Issues like sickness or an injury can innocently keep an employee that wanted to work out of the office. The way the employer chooses to deal with the two types of absenteeism cases should be different since one can be termed intention while the other is innocent. For culpable absenteeism, the employee should be dealt with according to his terms of employment and the way past cases on the same issue have been handled. The length of service and the severity of the incident should play a role in determining how the particular instance should be dealt with so that it gives a fair treatment in the eyes of all the parties. However, the objective should be geared at a treatment that will overall impact the organization positively, and help in moving towards the organizational goals.
Innocent or non-culpable absenteeism should be handled fairly in the sense that such an individual should not find herself under suspension for missing to appear at work. On the same note, if the case was compelled with a disability, the employer has an obligation under the legal employment laws not to discriminate against people with disability.
Managing Innocent Absenteeism
To move towards managing the innocent absenteeism challenge, employers should have a written management attendance policy, which is a standard document to all the employees. The attendance management plan should be accompanied by the following steps as a measure of curbing the unfortunate occurrence.
Positively embrace the problem
Instead of letting the problem slide away in a busy office environment, the employer should ask for absentee information, so that it can be used for proper planning. The information request from employees conveys the message that full attendance is required. Also, it gives the employer an idea of the course of action to take to see full compliance.
Under the human rights laws, the employers are asked to embrace and help those with disability in society achieve their goals. To achieve maximum benefit from such an employee, the employer could schedule a working timetable or part-time duty for the particular employee.
Meet the Employee
Where an employee is a chronic absentee, the HR department in the organization should meet up with the employee and issue a staunch warning, which should come with possible consequences if not adhered to, appropriately. The employee should understand that failure to correct the behavior could lead to termination.
Communicate Attendance Expectation to the Employee
Sometimes, before taking action, it is important to understand the cause of the problem. In this case, communicate the expected attendance to the employee and make them understand the potential consequences if the code of operation is not followed. It should not be assumed that all the staff know, and it may go a long way to prevent conflict between employee and employer.
Examine with the Right Questions
In the case where an employee has become a perennial absentee, the HR should ask the right questions in an attempt to understand the cause of the occurrences. If an employee is unable to work on the medical ground, provide him with a date with which she will be expected back on duty. Give time for one to sort the problems she faces before embarking on work with the right state of mind.
Terminating an employee is an option where the rate of absenteeism is shocking. However, this should be analyzed carefully to determine the cause and the future of the case. If it is a small problem that can be fixed in a short period, time can be given to allow the employee move out of the situation. However, cases that are chronic, but have no substantial explanation, should be considered for termination.
To effectively manage the absenteeism work challenge, it calls for understanding and patience. It is because cases of people being terminated for a reason that could be fixed should be avoided. On the same note, it is human to help one come out of the short-term challenges they face.
Before you get to the stage of termination, here’s a question for you.
How would you handle any issues like this in your office? Would you use time and attendance software? Would you go looking for paper forms to track chronic absences? Do you have peers that could recommend a quality employee scheduling software solution THEY have had success with? Insert a comment below this article and let us know your ideas for a solution, and we’ll share it on our next small business blog post.
Article provided by NECHES FCU, an Equal Employment Opportunity Employer.
Neches FCU is a texas credit union and has a courteous and attentive team of professionals ready to provide services to our members. When its doors open at any of the several service outlets, the core aim of “Ultimate Member Satisfaction” becomes the sole focus for every staff member. They are well-known for a personal, dynamic and enthusiastic work atmosphere, delivering a memorable service experience, and where clients are known by name.