The site adds that 'employees who consistently call for an unscheduled day off become a real liability because they no longer can be considered dependable. Sick leave abusers also create morale issues for those who work side-by-side with them. Resentment can build over time in the workplace and spread like a cancer when the bad behavior goes unchecked by management.'
Don't let this happen in your workplace!
Address sick leave abuse with this 12-step strategy
Step#1: Keep a proper record of absence from work
You need to get a sense of the size and cost of your absenteeism problem. Start by keeping proper records of absence from work.
Step#2: Conduct audits at least once a year
In addition to the information you gather on a regular basis (Step#1), you must from time to time (at least once a year) do an audit in your company.
This helps you establish whether there are factors in your work environment that might contribute to your absenteeism problem.
Step#3: Conduct return to work interviews
It's useful to introduce a Return to Work Interview for the employee's immediate supervisor to complete each time an employee returns from sick leave.
Step#4: Take early action against an employee who contravenes your rules
You must introduce a rule in your company that requires employees to contact their immediate supervisors, or another designated person in your organisation, to report their absence for the day.
Step#5: Set a clear absenteeism standard
You must set an absenteeism standard for your organisation. This will serve several purposes:
Step#6: Develop a procedure to address the problem
You must develop a policy and procedure to address the problem in a systematic manner. It's a good idea to include an Attendance Improvement Plan in your procedure.
Keep reading to find out what the other six steps are...
Step #7: Set requirements for medical certificates
Make sure the medical certificate has these requirements.
Step#8: Inform your employees of their rights and responsibilities
You must tell your staff about their rights and responsibilities with regard to sick leave.
Step#9: Separate the real cases from the rest and take action
You must be able to determine employees who are genuinely sick from those who may be faking it.
Step#10: Provide incentives
An effective absenteeism management procedure requires you to offer some incentives for those who pull their weight. This will hopefully also encourage the problem cases to change their ways.
Step#11: Make additions to your contracts of employment
It's useful to include in your contract of employment a provision in which employees agree to disclose a diagnosis and to submit to a second opinion when required.
Who pays? You must pay if your employee uses your preferred practitioner. And your employee must pay if she wants to use her own.
Request a diagnosis only in those cases where you believe there may be a more acute underlying problem, or where you suspect sick leave abuse.
Step#12: Give feedback to staff
The information you get through monitoring (step#1 and #2) will help you and your managers see if the absenteeism problem is being addressed.
Then conduct report-back sessions with your staff from time to time to appraise their efforts to reduce absenteeism and to address their queries.
Failure to address sick leave abuse will bring your company to its knees. Don't take that risk. Use this 12 step strategy to manage sick leave abuse in your workplace.
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