absenteeism

We previously wrote about the ills of presenteeism (when workers show up to work when they shouldn’t), but make no mistake: its twin, absenteeism, remains just as much of a problem – and perhaps an even more visible one.

Here are 25 steps you can take to reduce absenteeism among your workforce.  

1. Articulate and distribute attendance policies that set clear expectations.

When employees fail to show up for work and provide no notice, employers have no choice but to separate and replace them; but not all situations are so clear cut. For example, Sue may have made arrangements for intermittent leave under the FMLA (Family and Medical Leave Act) to attend physical therapy or counseling, but she doesn’t always provide sufficient (or any) advance notice. Complicating the situation, she may have strained relationships with colleagues or supervisors stemming from her absences, and that could raise the specter of harassment or a hostile work environment. How can a business protect itself, navigate this regulatory minefield, and do the right thing?
Presenteeism – or when workers show up when they shouldn’t – is the flip side of absenteeism. Contrary to many opinions, it’s just as bad for business. Most often, presenteeism means sick workers coming into work when they’re unwell, unproductive, and often – much worse – infectious.
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