Managing Attendance

[rockyhr]

The organisation where I work needs to address this area and quite dramatically. For a while now we have been monitoring and managing through "green frame" approaches aimed at supporting the employees as much as possible in dealing with the issues driving up absenteeism, and this is assisting in many cases but not all. I would be interested from hearing from others who have made inroads in this area and particularly how termination matters have been approached and managed without complication.

[HRbeat]

From my previous life, we have introduced "Absence Return Interviews" and have a clear procedure for employees returning from absent days. There is a questionnaire form for line supervisors/managers to go through so as to avoid the impression of being personal...it's about the procedure, system and company policy and not about the person.

As with any other performance management tools, the form explores contributing factors or what could have been done differently to prevent the person from being absent (if applicable), what could be done next time, how the company can support the individual to improve attendance (e.g. change in roster/change of hours), etc.

This is taken from a collaborative perspective, working with the employees to improve attendance. However, consistent attendance issues will inevitably lead to disciplinary procedure.

In terms of termination, the termination of employment procedure and principles are followed. No one should be dismissed without a chance/opportunity for improvement and having appropriate support/strategies to improve. If you're talking about abandonment of employment, then there are clear standards that should be followed.

Let me know if you want more info.

[Noel]

Hi HR Beat

That is good advice. What about managing the employee who constantly takes single days off however brings in a medical cert for each absence which is for colds etc?

[Sonya P]

Hi HR Beat

That is good advice. What about managing the employee who constantly takes single days off however brings in a medical cert for each absence which is for colds etc?

That's a difficult one to deal with Noel. Pretty hard to argue with someone if they have a doctor's certitifcate.

But why would anyone repeatedly go to the trouble and expense of going to see the doctor for a doctor's certificate for a single day for a cold ?

Sounds like they might have a freind or a family member who is a doctor, or there is something more to this than meets the eye.

[jdeniese]

The organisation where I work needs to address this area and quite dramatically. For a while now we have been monitoring and managing through "green frame" approaches aimed at supporting the employees as much as possible in dealing with the issues driving up absenteeism, and this is assisting in many cases but not all. I would be interested from hearing from others who have made inroads in this area and particularly how termination matters have been approached and managed without complication.

Hi

How about rewarding staff that don't take sick leave? ie. giving them a bonus or vouchers or even extra days off each year?

[HRbeat]

Sorry guys! For some reason, I didn't get notified for posts in this thread. Usually I automatically subscribed to threads I have posted in.

Anyway, it's a real challenge if a person consistently brings in a medical certificate for single days off. Our current policy doesn't require a medical certificate for single days off. We only require it for anything more than two days. However, if the absence is consistently on or before a public holiday or weekend, then we reserve the right to require a medical certificate.

[kevinh]

Hi

How about rewarding staff that don't take sick leave? ie. giving them a bonus or vouchers or even extra days off each year?

There are a few issues with this. Firstly it may encourage people to come to work who really should be home in bed (rather than coughing and sneezing over everyone else in the office!).

Secondly, sick leave is cumulative (by law last time I looked), so they are still entitled to the sick leave in subsequent years, even if you reward them for not taking it.

Last but not least, doesn't giving people extra days off rather defeat the object of persuading them not to take sick leave when they're not sick?

I think the answer is to promote a culture where sick leave is used for genuine sickness. Maybe remind people that they may need their accumulated sick leave in the future. Then in the event that they have some extended illness or injury they won't find themelves on unpaid leave after a few days.

[HRbeat]

Ditto! I second the motion

[rockyhr]

Hi HR Beat I had thought I had responded to your initial post but it never made it up. Would you be willing to share some of the questions that make up your Absence Return Interviews questionairre?

[HRbeat]

Hi RockyHR,

Sure, no problem with that! I sent it through private messaging (copied and pasted). Please note that it doesn't fit every workplace culture and the questions are designed for the workplace in my previous life.

[Alli]

May be you should look and see if there is a particular pattern of absenteeism i.e do they take the same day off and look at the rest of the team's pattern as well. Be open and talk to the employee as absenteeism could link to a number of things from personal issues to not being challenged at work. So it would be best to determine what the cause is. What is the rest of their performance like and their attitude while at work?
I use the following document to help managers understand the impact on Absenteeism. It is a Government document but you may find it useful http://www.apsc.gov.au/publications0...duptunedin.pdf

[Sven]

There are a few issues with this. Firstly it may encourage people to come to work who really should be home in bed (rather than coughing and sneezing over everyone else in the office!).

...

I think the answer is to promote a culture where sick leave is used for genuine sickness. Maybe remind people that they may need their accumulated sick leave in the future. Then in the event that they have some extended illness or injury they won't find themelves on unpaid leave after a few days.

This is becoming a real issue and costing businesses a lot of money. Newspaper articles highlighting the real costs to employers are becoming more frequent and people are wondering what can be done.

[jba]

Is rewarding people who take less sick leave with vouchers or bonuses starting to walk down the path of medical prejudice?

[kevinh]

Is rewarding people who take less sick leave with vouchers or bonuses starting to walk down the path of medical prejudice?

I suppose it could be construed as discrimination.

It probably goes against OH&S guidelines - failure to provide a safe and healthy work place.

The ramifications could be quite serious in certain circumstances.

[kevinh]

Hi RockyHR,

Sure, no problem with that! I sent it through private messaging (copied and pasted). Please note that it doesn't fit every workplace culture and the questions are designed for the workplace in my previous life.

HRbeat, are you able to share some of them here ?