The truth is, you only need one tool to stop absenteeism
in your company today: The Stop Absenteeism Report.
It will guarantee:
Get your copy here…
You can implement disciplinary action against repeat offenders immediately
You'll have a watertight 14-step absenteeism strategy to stop absenteeism abuse
You can reject a sick note, the next time you get one, with our 10-point checklist for sick note compliance.
You'll know exactly what to include in your warning letter template, and be guaranteed that it's correct if you go to the CCMA
You'll be able to see a pattern of absenteeism abuse with the return to work interview form
You'll have documented proof of the counselling sessions you held to improve attendance and help the employee
How to deal with three different types of absenteeism
1. Your employee is absent without permission. For example, Themba requested leave to visit his mother in Limpopo. But you declined it and gave him an alternative date because it was last minute and there's no one to supervise the cleaners. Themba took the day off anyway without your permission.
In this case you should deal with the absenteeism
in terms of your disciplinary code and procedure.
2. Your employee is genuinely too ill to work or to perform his functions. For example, James has been in a serious car accident and now has to use a wheelchair. He can't work on the construction site anymore.
In this case you should use the services of medical professionals to determine if and how you can accommodate the person, before considering dismissal for ill health. For example, maybe James can work in the office instead. A dismissal for ill health must always be your last resort.
3. Your employee uses sick leave
excessively but still 'plays by the rules'. For example, Tim is always sick for different reasons but he either produces a medical certificate when required or stays away just long enough not to have to produce one.
In this case, investigate if the employee really is sick or he's abusing sick leave
. You can:
Check if the medical certificates are valid;
Record his absences;
Conduct an audit;
Conduct return to work interviews;
Set clear absenteeism standards in your employment contracts; and
Take action against the employee if he's contravened your rules.
You need to understand why employees stay away from work and have a strategy for controlling the problem!
If you want to manage the problem of absenteeism
effectively, identify and deal with the causes as well as take corrective action against employees. Dealing with the causes is usually more cost effective than merely tackling the symptoms.
To read a 12-step strategy for dealing with sick leave
abuse, turn to chapter A06: Absenteeism and sick leave
abuse in your Practical Guide to Human Resources Management. If you don't have a copy yet, click here.