Employment Dilemma

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

You know from previous requests for time off that Jeff's grandmother is coping with a debilitating illness. Your other assistant manager, Nina Hernandez, has covered for Jeff three times in

Stephen can start by acknowledging that an error was made in terminating Belinda’s position, and should contact the human resources office immediately to rectify the situation. The rationale that justifies this answer is the state and federal laws regarding the employment, termination, and sick leave. The Family and Medical Leave Act (FMLA) that was established in 1993 protect employees from wrongful termination; it establishes the right of employees to strike a balance between their work life and their personal life. The FMLA allows employees to get unpaid time off from work to take care of their sick family members, and take a leave of absence in the event of a serious medical condition. Additionally, according to the FMLA, employers are required to reinstate the employee to his or her original position or equivalent upon the completion of the leave of absence (US Department of Labor, n.d).

The main law that can affect employee absenteeism is the Family Medical Leave Act (FMLA). The federal Family and Medical Leave Act (FMLA) took effect in 1993 by federal statute as well as court decisions (U.S. Department of Labor, 2011). This law enables the workforce to coordinate job and household obligations. How it works is by permitting staff to take time off without pay for particular health-related and family needs. This law addresses every public employer and private employers employing more than 50 people at a time. The FMLA necessitates these businesses to grant up to 12 weeks of leave to qualified individual workers for the birth of a baby or childcare, adoption purposes, the staff member’s own major health issues or a family

In this case, Mr. Guinn has already exceeded the acceptable number of late days and in fact the other employee have been fired for fewer times of tardiness. So, he must be fired, too. Now, his manager, Ms. Hu, knows that he is in a serious situation which is his wife has cancer and he is the primary caregiver. However, the point is when his tardiness and absence happened, those were unexcused.

During her first 90 days of employment, the employee has demonstrated an erratic attendance behavior. Lupita has had twelve unscheduled absences.

The human resource department at Lightening University found that the leading cause of employee absences was related to unreliable childcare. Given the rural location, and the recent opening

An employee’s health should be the most important factor for an employer. When an employee calls out sick it directly affects the operation and growth of the company.

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)

She is known to show up unscheduled and cause disruption for unexplainable reasons. The supervisor is concerned for the safety of the staff and has requested the following.

* 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.

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%)

The employment at will doctrine is such that, an employer can terminate an employee, at any time and for any cause, or no cause at all. Employment at will employees do not have an agreement and surety of continued employment, which is an issue of employee rights. There are several employee's right issues at workplaces; among which, one of the biggest issue of employees is their uncertainty towards their length of work employment. This leads to a lack of job security and an unsafe, and an unfair working environment for the employee. An employee should be able to enjoy basic employee rights. They should be able to participate and be informed about what is happening, in the workplace. Moreover, they should have the right to privacy, which

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

There are an unlimited number of reasons that an employee can provide for his or her absenteeism – some under the employees direct discretion, others such as illness or emergency not under the control of the company or the employee.