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Four points you must consider when dealing with absenteeism

by , 27 May 2013
Absenteeism could be one of the biggest costs to your business. Not only does it result in disruption of your business operations, it also causes resentment amongst your other employees who have to do the absentee's work. Don't let this happen to your company. Deal with absenteeism effectively by considering these four points.

3 Absenteeism excuses you can penalise employees for

Excuse#1: 'I went to the clinic, but they were too busy to give me a sick note. I wasn't feeling well and I didn't want to wait for nurse to write a note.'
Excuse#2: 'I ran out of airtime and I couldn't buy any because I didn't have money.'
Excuse#3: 'I had to attend my aunt's cousin's daughter's wedding ceremony in Rustenburg. I only found out about it at the last minute.'
You've most probably heard these excuses, and many more, one too many times…

Find out how to reject these excuses today

The consequences of employee absenteeism mean your business hangs in the balance and productivity suffers.

But, you can't begin to deal with the absenteeism problem unless you have clearly identified the reasons for your employee's absence. 'This is because you can only decide on an effective reaction or solution once you know why your employee is not at work,' says the Practical Guide to Human Resources Management.

So consider the following factors when dealing with absenteeism:

Four things to remember when dealing with employee absenteeism

  1. First identify the reason for the employee's absence. For example, your employee may be unhappy at work. If you don't deal effectively with your employees' grievances, they are more likely to take time off. Although you don't have to give in to unreasonable demands, you should take all grievances seriously. 'This approach will win you the employee's respect and loyalty and the improved morale should also reduce absenteeism,' says the Loose Leaf.
  2. Decide on the appropriate action depending on the identified cause.
  3. Have a thoroughly communicated absenteeism policy so employees are deterred from breaking your attendance rules. Your company must have an absenteeism policy that outlines your work attendance rules and the way in which infringements are handled.
  4. Resort to appropriate disciplinary procedure if the absenteeism continues. This means you can institute dismissals.

There you have it. Taking these points into account will help you deal with employee absenteeism more effectively.

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