Leave Of Absence Tracking : Human Resources Manager Essay

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.

Paid time off (PTO) is the employer pools sick days, vacation days, and personal days that allows the employees to utilize upon need. this policy pertains mainly in USA as such no legal requirement for minimum number of paid vacation days. the PTO works best in the culture and accountable employee’s environment existing. US companies determine the amount off the pay day off that will be allocated to each employee. In general way PTO system cover, everything from planned vacation to sick leaves .and are becoming more common in human resources management. unlike traditional more plans leave, PTO doesn’t distinguish employee’s absences from personal days or vacation days or sick days. per study conducted in 2010 by WorldatWork, 44% of 387 companies surveyed said they started using PTO bank-type plans prior to year 2000. (Wikipedia -paid of time).

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

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

The Family and Medical Leave Act of 1993 (FMLA) was established to help protect employees who missed work for medical reasons. "The Family and Medical Leave Act (FMLA) provides employees job protection in case of family or medical emergency. FMLA permits eligible employees to take up to 12 workweeks of unpaid leave during any 12-month period." (Martocchio, 2003) The Wage and Hour Division (WHD) is responsible for administrating and enforcing most of the labor laws, including FMLA.

A pre-determination meeting was held on June 26, 2015 regarding the allegation that, despite prior counseling, Mr. Burkhouse continued to fail to follow proper procedure for notifying his supervisor when absent. Specifically, on June 15, 2015 and June 16, 2015 Mr. Burkhouse did not report to his scheduled shift and failed to notify anyone of his absence prior to his assigned schedule. At the meeting Mr. Burkhouse recalled the leave procedure provided to him in January, stating that he is to notify his supervisor if absent and to provide a leave slip upon return to work. Mr. Burkhouse also recalled that he had received the leave procedure due to a situation in which he let his supervisor know about his absence after the fact that he had taken

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%)

People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and

2). Employees who absent without any doctor’s note for more than to 4 days/month will receive warning.

Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at

Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at

Many organizations do not have the luxury of having a constant demand in their businesses. Some companies face a large increase in business for the holiday season, summer vacation, or for a major event throughout the year. These predictable trends allow many businesses to hire additional employees to help with the demand. The organizations are then forced to lay several employees off when the demand returns to a normal level.

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

December 14th 2012 is a day that most employees at Vidant Health will remember. A reorganization of the employee benefits occurred that impacted nearly everyone in the organization. A key portion that was restructured was the annual leave policy. Specifically, the organization transitioned from providing separate banks of time for holiday, sick and vacation time to a pure paid time off (PTO) policy. This transition caused a reduction in the total number of days an employee would have access to take off each year. Additionally, the ability for an employee to have their sick bank paid out at retirement was going to be phased out over the next five years. The organization was becoming a Joint Employer over multiple regional hospitals each with a different structure for calculating and administering time away from work. My role was to present this information to groups of employees and answer questions. I was reminded of the scripture, “The plans of the diligent lead surely to plenty, But those of everyone who is hasty, surely to poverty” (Proverbs 21:5, New King James Version). This was a difficult task, but sometimes in business without diligence and proactive change, sustainability is not possible.