Project Report on Study of Employee’s Absenteeism

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

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.

This study deals with the impact of furloughs on non-furloughed federal worker's job satisfaction levels. Furlough is a budgetary problem that impact government programs and services by increasing workloads and absenteeism to the identified non-furloughed federal workers. The threat of furlough and furlough itself is a problem to the organizations in the form of poor performances; increase work stressors and emotional strain. The problem to be addressed is the negative impact of furloughs on non-furloughed federal workers, predominately GS employees and excepted contractors. The purpose of this study is to examine the negative impact of furlough on the job satisfaction levels of the identified non-furloughed federal workers. To help non-furloughed

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,

Thus we reject the null hypotheses and conclude that the average number of days absent for 40 selected random employees would be 12 or more.

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)

On April 4, 2018, the FAMS Incident Activity Coordination and Trends Office forwarded Incident Tracking Report Number (ITR) 11605 to the Detroit Field Office for consideration as a performance matter. For the reasons discussed below, I am issuing this non-disciplinary LGD to you for being Absent Without Leave (AWOL). I am taking this action in accordance with the provisions of TSA Management Directive (MD) 1100.75-3, Addressing Unacceptable Performance and Conduct and associated Handbook, and the Office of Law Enforcement/Federal Air Marshal Service (OLE/FAMS) Non-Disciplinary Performance Deficiency Program.

If an employee is absent for more than 3 consecutive days, the employee may be asked to provide an explanatory note from his/her physician.

* 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%)

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

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

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.

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.

Every organisation in the world today is putting a lot of efforts, time, and resources in the human management. As this is, an excepted reality that no organisation in the world can vie in this globalised world just on the mere basis of their product and services. In order for an organisation to be successful, it has to invest substantially into the domain of people skills, and their behaviour. Due to stressful working environment, many organisations loose employees due to lack of motivation, stress, lower employee job satisfaction and other contributing factors of behavioural sciences and psychology. All these factors have negative effects on the organisation and organizational behaviour simultaneously. Many experts are in concord that