Sometimes employees have to (or decide to) miss work. When that happens, the natural and responsible thing for them to do is notify their employer. But the who, what, when, and why of that notification aren’t always well defined, leading to problems.
Source: Page Up One-off employee absences in the workplace are inevitable and aren’t necessarily a problem. However, when employees fail to keep to your organization's work schedule, you need to address this. That’s where an employee attendance policy comes into play. A detailed and well-researched employee attendance document keeps your business running smoothly. It helps
Employee attendance issues are not going away. Businesses often cite employee absenteeism as one of their most significant challenges.
If you don’t have many employees, handling absences is likely pretty straightforward. It’s an inconvenience, to be sure, and excessive absenteeism can have a staggering cost, but the administrative side of managing call-offs is simple in that you only have to keep track of who, what, and when.
No-Fault attendance policies were meant to be a win/win. Employees did not have to come up with elaborate lies to explain away their absences, and employers had a way to punish employees that were spending far too much time away from work.
Third-party ethics hotlines are a requirement for publicly traded companies, but many other organizations choose to employ these anonymous reporting systems because of their benefits.
Every employer knows the confusion that can come with unexpected absences. When the absentee reporting process isn’t streamlined, this confusion can go from a mild inconvenience to a potential threat to your business operations. Accidents, illnesses, and other emergencies can happen at any time. Employees cannot always notify their shift supervisor, manager, scheduler, and HR
This will not come as news to anyone in Management or HR, but employee attendance has become one of the greatest challenges to modern businesses. Not only does poor employee attendance crush your productivity, but it can also result in costly unemployment claims and grievances. The government and unions always give the benefit of the
Lawsuits are the very real boogie men of the business world. Over the past decade, companies faced with employee lawsuits paid an average of $40,000 for out-of-court settlements and $45,000 when cases went to trial. And, when employees have better cases than their employers, that figure can increase exponentially. Currently, hourly workplace absenteeism in America
The #metoo movement has opened the world’s eyes to harassment in the workplace. Daily we are seeing new stories about celebrities and famous personalities that are being accused of harassment. Many of these stories are being taken directly to media because the victim did not have a method to safely report harassment without fear of