Abstract This paper will discuss and assess the Human Resource issue of absenteeism in the workplace. Specifically this paper will research the policies of Insight Technology, Inc. and determine the effectiveness and infectiveness of certain polices. This paper will also discuss the effect that absenteeism has on the company. Few people realize that there are positives to absenteeism in the workplace. The positives that come from absenteeism include relief from stress caused by work, and allow other employees to become more well-rounded and the present employees will gain experience from taking over the absentee’s workload also known as job rotation. The negatives that come from absenteeism include less pay to employees, loss of …show more content…
Insight Technology, Inc. has few policies specifically against absenteeism in the workplace. After working for one year at this company, the employees are given benefits including paid vacation and paid time off. This benefit package seems to make all the difference in the rate of absenteeism. When employees begin working for this company paid time off is not offered until after a year. What this means to employees is that as long as you attempt to keep absences to a minimum for this first year then you are able to use paid time off to your advantage. Human Resources attempts to put a policy in place that gives blackout dates where an employee cannot take vacation or have days off unless serious health issues occur. To deal with absenteeism the first major step is to acquire the policy manual regarding absenteeism specifically. You must then make sure that each employee has this manual and understands each policy pertaining to absenteeism. Included with this policy there must be hours of operation and break times included in this manual. The next steps in order to avoid absenteeism in the workplace is to have detailed procedures that an employee must adhere to and have knowledge of consequences if absenteeism takes place. Employees must have a clear concept of what the consequences will be if they do not follow a good attendance policy. Employees must then be reminded as often as necessary of the policy and
Currie, D (2010). Introduction to Human Resource Management. 2nd ed. London: Chartered Institute of Personnel Development. 293
Something as simple as an attendance register will help identify any behavioral traits with regard to absenteeism every Friday afternoon, also it may constitute a legal document with regard to knowing who is in the building at any given time and conforming with fire regulations.
As a manager in a Contact Centre, unplanned absence causes issues. I have collected the absence data across the four departments within the Contact Centre for the same time period in 2011 and 2012. (January – September)
ONO is a large auto-supply company that does a large volume of business with only eleven employees. Absenteeism seems to have increased over the last two years and has had a significant effect on ONO. The information in the text shows that ONO had lost 539 employee labor-hours or 67.375 days to employee absenteeism last year. Because there are only eleven employees, this equals out to 6.125 missed days per employee. This is actually less than the United States average of seven missed days per year. Is absenteeism at ONO a serious problem? Whether or not a serious problem, the data from ONO, Inc. suggests there is enough to warrant an investigation and a new strategy to minimize absenteeism. As
* Absence – The company needs to collect data on employee’s absence including annual leave and sickness. By keeping track of absence we can get an idea of any trends within the organisation.
Be regular in attendance both in school and on the job. Absences must be reported to your employer the morning of the absence. A student-learner must attend classes to attend work.
272). Absenteeism is a common problem in the workplace today, and it is a widespread concern in many organizations. Employees call out sick for a variety of reasons, but if it occurs frequently enough it becomes an obvious issue. Some staff members make absenteeism a habit, meaning they call out more than their peers. At this point, absenteeism results in disruptive work processes for other staff members and becomes financially draining to the employer (Sullivan & Decker,
The vast majorities of organisations have a written absence/attendance management policy, record their employee absence rate collect information on the causes of absence and provide one or more well-being benefits. Developing line managers’ capability to manage absence (2014: 56% of those that made changes; 2013: 33%)
2). Employees who absent without any doctor’s note for more than to 4 days/month will receive warning.
As companies and managers around the world continue to tackle this ever growing issue many western companies have begun to implement strategies to combat the symptoms of lost productivity caused by absenteeism, however, even within western cultures, these tactics don’t work as planned. Many factors play a role; however, some companies are gaining success from various tactics used to combat absenteeism and tardiness. In a world full of different motivations and cultural differences, it can be difficult for companies to have a full success; however, with careful planning and cultural understanding companies can begin to battle against this costly crisis in the workplace.
3. All employees will endeavor to manage their time wisely by properly balancing personal obligations, employment duties, and family responsibilities, to avoid tardiness or absenteeism. Those employees that are habitually tardy or absent will receive discipline according to the Employee Handbook.
reduced absenteeism. Absenteeism is a result of employee boredom with their job as they don’t feel personally connected to the company. Empowered employee feels valued and challenged which results in job satisfaction consequently absenteeism decreases.
Employers today come up against many obstacles regarding employee productivity. Some of those concerns include health related absenteeism and presenteeism.. Matke and others observed there is a shift in burden to employers due to Americas aging workforce that results in loss of productivity brought on by illness related absenteeism and presenteeism (Matke and others, 2013). A report by Berry, Mirabito, and Baun show that absenteeism and presenteeism account for lost productivity costs that are
All unscheduled absences after the official discussion date leads to disciplinary action. The employee is now ready for disciplinary action. The employee is again called into the office for a P.D.I., which is a PreDisciplinary Interview. A union representative can be present, at the employee’s request. The P.D.I. gives the employee the opportunity to defend him or herself as to why they have demonstrated unacceptable attendance. All P.D.I. do not necessarily lead to discipline. It is Management’s discretion. The employee is asked a series of questions as to who, what, when, where and why. After the interview the employee is informed that they will receive a Letter of Warning for Failure to Be Regular in Attendance. The Letter of Warning is the first step in progressive discipline. It is formulated and it includes the following: All unscheduled absences for the last six (6) months are listed, with dates and hours used.
Being a good employee is essential in today’s world, especially in these tough economic times when there are many seeking work. Consequently, it is important to keep in mind that no employee is irreplaceable. While hearing many complain these days about his or her job, one just needs to look around and be thankful that they have the means in which to survive and are able to work. There are many who are not only unemployed, but also unable to perform due to illness or a disability. Sometimes when a person is feeling in a mood to complain, they may need to sit back, relax and take a look around in order to appreciate what they have, and learn how to be a good employee.