Definition: An employee's deliberate or habitual absence from work
Everybody misses a day of work now and then. But it's a problem
when an employee misses too many days of work. Not showing up for
work can cause serious problems when other employees have to cover
for the missing worker or, worse, the work simply doesn't get done.
Here are keys to controlling absenteeism in your growing
company: - Find out whether the absent employee missed work voluntarily
or involuntarily. Involuntarily means illness or another
unavoidable reason--this is the kind of absenteeism you shouldn't
concern yourself with as a manager, unless some kind of counseling
or assistance could help the employee regain his or her health.
Voluntary absenteeism is the kind you need to worry about. This
occurs when an employee is absent without good reason. Get
documentation--for example, a doctor's note--to ascertain whether
an absence was involuntary or voluntary.
- Decide whether the absenteeism is excessive. Compare the
employee's attendance record with other employees' records. If one
employee's record is way out of line, unless there are extenuating
circumstances, that's probably excessive absenteeism.
- Meet with the employee to explore the absences. Keep
your discussion friendly and oriented toward understanding and
solving the problem, not placing blame and dispensing
discipline.
- If things don't get better, explain the problem to the
employee and request improved performance. Employees may not
know their absences are affecting others unless you tell them and
ask them to improve.
- Put the problem in writing. Make sure you give the
employee a copy of the written notice. In addition, you should also
put one in his or her personnel file.
- Most employees will straighten up and start coming to work
regularly during this process. If they don't, however, you'll
be prepared to terminate them, if necessary, if you follow these
guidelines.
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