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Four ways to manage absenteeism

by , 04 June 2013
'Absenteeism is a billion rand problem and there's no doubt your company suffers this scourge,' says The Labour Law for Managers Loose Leaf Service. From employees arriving late and leaving early, being off sick regularly or taking extended lunch and smoke breaks, absenteeism is a huge company problem. Read on to discover three tips you can use to reduce absenteeism in your company before it hurts your company's bottom line.

Absenteeism includes authorised and unauthorised leave such as sick leave (with or without a medical). It also includes absence without leave and refers to instances where your employee is frequently away from work both for genuine reasons and without your authorisation.

If you don't deal with it swiftly, employee absenteeism could bring your company to its knees when productivity sufferers.

But, there's a way to ensure this doesn't happen…

Use these four tips to manage employee absenteeism

The Labour Law for Managers Loose Leaf Service suggests the following measures to limit absenteeism in your workplace:

Method #1: A clock-in-and-out system. This system enables you to maintain accurate records of employees' whereabouts at all times during office hours.

Method #2: Create an in-house structure that'll help your employees with their personal and work-related problems. Ensure you appoint someone who your employees feel comfortable approaching about any issues that may arise.

Method #3: Implement a return-to-work interview policy. If your employee's absenteeism shows a pattern, he must meet with his manager after each absence to discuss the problem and reason he was absent. 'If he's faking he won't want the hassle of such a meeting,' says the Loose Leaf.

Method #4: Do an ongoing analysis of attendance and look at:

  • How regularly do you monitor attendance and absenteeism?
  • Whether your employees clearly understand your company policy on attendance.
  • Whether employees clearly understand the procedure for requesting leave and for communicating with their manager for any unforeseen absence.
  • If they have motivators to encourage good attendance?

And don't forget to follow a fair procedure if you dismiss your employee for absenteeism or you'll have to defend yourself at the CCMA.



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