1. Carry out post-absence interviews
It is important to carry out post-absence interviews every time an employee is absent from work. This is especially important if an employee is absent for one day at a time as this rules out the need for a doctor's certificate.
Speak to the employee on his return to gather all the reasons for his absence. Also, if it applies, let the employee know you're aware of his increase in absenteeism
and identify any patterns if they exist.
Of course, you should also be careful not to lay into an employee whose absenteeism
is based on genuine and understandable reasons.
50 Legally approved HR Policies and Procedures your company can't do without
The HR Policies and Procedures: 50 HR Policies and Procedures is a tool that gives you 50 must-have HR company policies and procedures so you can put an end to needless disputes and questions regarding HR issues like:
• Employee incapacity;
• Substance abuse in the workplace;
• Conflict of interest;
• Religious leave; and
• And 45 other common HR headaches.
2. Encourage interdependent teamwork
Encouraging and implementing a system of interdependent teamwork among your employees has the potential to decrease absenteeism
as each employee is dependent on another.
By doing this, each employee will be accountable to other employees for his absenteeism
Those are just two ways to curb absenteeism
without disciplinary action.
To learn more, click below…
Protect yourself from labour-related problems by using this practical tool
The comprehensive Labour Law for Managers Loose Leaf Service gives you all the details you need for maximum protection in labour-related problems. You will find, for example:
• Information on the problem areas managers have to handle in the workplace daily, and appropriate solutions;
• Valuable advice for employers, based on the ever-changing legislation;
Sample contracts, dismissals
and warning letters, etc;
• Numerous practical checklists; and
• Much more…