Human resources professionals are responsible for hiring and firing employees, but they also have to handle disputes between employers and employees that fall into vast grey areas. For instance, an employee might decide that he or she doesn’t want to come to work on a day where attendance has been deemed mandatory. The employee might use sick time that has been made available, but everyone else in the office will probably know what the truth is. Use this Namely versus Zenefits comparison to track employee attendance. This type of behavior can get out of hand once employees see their peers calling out sick from work with no recourse. Here is how you stop employees from using sick leave as an excuse to skip out on work.
Tracking Employees Who Call Out Sick All the Time
It’s generally easy to tell which workers are really sick when using sick leave versus those who call out when they just don’t feel like showing up. You might recognize a pattern within your employees. It might be adverse weather that prompts a sick leave abuser to call out. It might also be an employee who always happens to fall sick on a Monday after a long weekend. Keep track of those who don’t come into work when they are supposed to.
Requesting Proof of Work Related Absences
Say you have a worker who routinely calls out on Friday morning. You might believe that sick leave is being abused but if you don’t have proof then you can’t make any type of an accusation. Make it company policy for all workers who are calling out sick to procure a doctor’s note that is date stamped for within 24 hours of their absence. This will give employees a chance to get to the doctor and make arrangements so that they can get well. For any staff member who has previously been abusing sick leave, he or she will have to pause and think before calling out from work again.
Administrative Discipline Measures
If you have an employee who is prone to calling out sick from time to time and you can prove that these privileges have been abused, some form of discipline will be necessary. Calling an employee who has lied about being sick into the HR office and giving him or her a lecture just isn’t going to be enough. Employees talk and any failure to address such egregious behavior has to be taken swiftly. You don’t need to fire all offenders. What you should do is hold a meeting going over benefits to help clarify what sick leave is to be used for.
You can also change your hiring procedures to help weed out problematic new hires. Make it so that newly hired employees have to wait at least 90 to 180 days before they can use sick leave or vacation time. Those workers who know how to get to work on time each morning will be okay with waiting a few months before getting those types of benefits. Professional slackers on the other hand might not even last that long.