Understanding Disciplinary Action for Absenteeism
Employee absenteeism refers to the frequent lack of attendance at work without a valid cause. In 2022, absenteeism cost U.S. companies $225.8 billion, according to the U.S. Bureau of Labor Statistics. To address this issue, it is crucial to have an official attendance policy in place and consistently enforce it.
Key Takeaways
- Employee absenteeism is a significant problem for companies, costing billions annually.
- An official attendance policy is essential to set expectations and provide clarity on disciplinary actions.
- The policy should address different types of absences and be communicated to all employees.
- Consistently enforcing the policy promotes accountability and fairness.
- Tracking and documenting employee absences is crucial for legal compliance and decision-making.
The Importance of an Attendance Policy
An official attendance policy plays a crucial role in promoting a culture of accountability and reducing absenteeism in the workplace. By clearly outlining the expectations for work behavior and the disciplinary actions for different types of absences, an attendance policy provides a framework for dealing with absenteeism effectively.
At [Company Name], we understand the significance of having a comprehensive absenteeism policy in place. We believe that a well-defined policy empowers both managers and employees to address absenteeism proactively, fostering a more productive and engaged workforce.
Let’s explore why having an attendance policy is essential in dealing with absenteeism:
- Setting Clear Expectations: An attendance policy ensures that all team members have a clear understanding of what is expected in terms of attendance and punctuality. By explicitly defining different types of absences, such as scheduled and unscheduled, the policy helps employees gauge the impact of their absences on their performance and the overall team.
- Establishing Disciplinary Actions: An attendance policy outlines the necessary disciplinary actions for each type of absence. This provides consistency when addressing absenteeism issues and helps employees understand the potential consequences of their absences. A fair and transparent policy reinforces the company’s commitment to equitable treatment.
- Promoting Transparency and Fairness: By implementing an attendance policy, employers demonstrate their commitment to fairness and transparency in dealing with absenteeism. The policy creates a level playing field, ensuring that all team members are held accountable for their attendance and treated equally in terms of disciplinary actions.
At [Company Name], we firmly believe that reducing absenteeism starts with an effective attendance policy. Our policy is crafted to align with the unique needs of our organization and industry, enabling us to combat absenteeism proactively and maintain a productive work environment.
To give you a better understanding of how an attendance policy can be structured, here’s an example:
| Absence Type | Disciplinary Action |
|---|---|
| Scheduled Absence (with advance notice) | Requires approval, no disciplinary action |
| Unscheduled Absence (without advance notice) | Verbal warning → Written warning → Suspension → Termination |
| Excessive Tardiness (repeatedly arriving late) | Verbal warning → Written warning → Suspension → Termination |
Implementing and consistently enforcing an attendance policy like this is essential in reducing absenteeism and ensuring a more productive work environment.
Creating an Effective Attendance Policy
When it comes to managing employee attendance, a well-designed attendance policy is essential. By addressing different attendance issues and establishing clear guidelines, you can effectively prevent absenteeism and ensure workplace productivity and accountability. Here are some key considerations when creating an attendance policy:
1. Addressing Various Types of Absences
Take into account different types of absences, including scheduled absences, unscheduled absences, and tardiness. By defining and distinguishing these types, you can create a policy that covers all possible scenarios.
2. Consequences for Each Type of Absence
Clearly outline the consequences that employees will face for each type of absence. This helps deter absenteeism and ensures fairness in enforcing the policy. Consider using a tiered approach, where disciplinary actions escalate with repeated or more severe instances of absenteeism.
3. Ensuring Fairness and Clarity
An effective attendance policy should be fair and equitable for all employees. It should clearly communicate the expectations and consequences, leaving no room for ambiguity. By ensuring clarity, employees will have a clear understanding of what is expected of them.
4. Documenting and Tracking Employee Absenteeism
An attendance policy should clearly outline the process for documenting and tracking employee absenteeism. This may include procedures for reporting absences, keeping records, and monitoring patterns of absenteeism. A consistent and reliable system will help with reporting and decision-making.
5. Training and Policy Enforcement
Train managers and supervisors on the attendance policy and how to enforce it consistently. This ensures that the policy is applied fairly across the organization and helps in effectively addressing absenteeism. Regularly reviewing and reinforcing the policy with all employees will also help maintain awareness and compliance.
6. Communication and Employee Understanding
Communication is key when implementing an attendance policy. Ensure that all employees are aware of the policy, its importance, and the consequences of non-compliance. Provide opportunities for employees to ask questions and seek clarification to ensure their understanding.
Remember, an effective attendance policy is a vital tool in promoting employee attendance management and preventing absenteeism. By creating clear guidelines, enforcing the policy consistently, and implementing measures for tracking and documentation, you can foster a culture of punctuality and accountability in the workplace.
Communicating and Implementing the Attendance Policy
Once the attendance policy is established, it is vital to communicate it effectively to all employees, including new hires. At [Company Name], we understand the importance of ensuring that every team member is aware of the policy and fully comprehends its guidelines and expectations.
To facilitate this, we follow a comprehensive communication strategy that involves various methods to relay the information. Firstly, we provide all employees with a written copy of the attendance policy, either as a physical document or in digital format. This allows them to review and refer to the policy whenever necessary.
In addition to the written document, we schedule mandatory attendance policy briefings to ensure everyone understands its content. During these sessions, we clarify any points of confusion, answer questions, and reinforce the significance of adhering to the policy. This hands-on approach ensures that there is no ambiguity and that all employees have a clear understanding of what is expected from them in terms of attendance.
At [Company Name], we believe that continuous reinforcement is key to successful policy implementation. Therefore, we regularly remind employees about the attendance policy through various channels such as email notifications, internal messaging platforms, and bulletin boards. These reminders serve as gentle prompts to reinforce the policy’s importance and maintain a high level of awareness among employees.
We understand that implementing an attendance policy may encounter some resistance or confusion, particularly among new hires. To address this, we provide individualized training and orientation for new employees, where the attendance policy is explained in detail. This ensures that new team members fully understand the policy from the outset, contributing to a seamless implementation process.
As part of our commitment to maintaining a productive workplace, we encourage open communication regarding the attendance policy. Employees are encouraged to voice their concerns, seek clarifications, or provide feedback on the policy. This inclusive approach fosters a sense of ownership and engagement among our employees and strengthens our collective commitment to excellent attendance.
Overall, at [Company Name], we firmly believe that effective communication and implementation of the attendance policy are fundamental to its success and to the creation of a positive and productive work environment.
Consistently Enforcing the Attendance Policy
To address employee absenteeism, it is crucial that we consistently enforce our attendance policy. This means applying the disciplinary actions defined in the policy for each type of absence. By doing so, we can effectively address absenteeism and create a culture of accountability and fairness within our organization.
Enforcing the attendance policy requires us to treat all employees, including supervisors and management, equally. This ensures that everyone is held to the same standards and no one receives preferential treatment. Consistency in enforcing the policy promotes a sense of fairness and trust among our workforce.
When an employee violates the attendance policy, it is important to take appropriate disciplinary action. This can include verbal warnings, written warnings, or even more severe consequences depending on the severity and frequency of the absences. The enforcement of consequences sends a clear message that absenteeism will not be tolerated and encourages employees to prioritize their attendance.
Consistently enforcing our attendance policy also helps us demonstrate the importance of attendance and punctuality to our employees. When they see that we take attendance seriously and follow through with disciplinary actions, they are more likely to understand the impact of their absences on the team and the organization as a whole.
“Consistency is key when it comes to enforcing the attendance policy. By treating every employee the same way, we establish a culture of fairness and accountability.”
Enforcing the attendance policy can be challenging at times, especially when dealing with long-standing employees or those in positions of authority. However, it is essential to prioritize the policy’s enforcement to maintain a productive and reliable workforce.
Promoting Accountability and Productivity
Through consistently enforcing our attendance policy, we can address employee absenteeism head-on and create a workplace where attendance is valued and reliable. When employees understand that absenteeism is not tolerated and that consequences will be enforced, they are more likely to prioritize their attendance and commit to their responsibilities.
By promoting accountability for attendance, we can minimize the negative impact of absenteeism on team productivity and morale. Consistently enforcing the policy sets clear expectations and reinforces the importance of attendance as a fundamental aspect of being a valued team member.
Together, let’s enforce our attendance policy consistently and create an environment where attendance is a top priority for everyone.
Consequences for Absenteeism
| Type of Absence | Disciplinary Action |
|---|---|
| Scheduled Absences without Notice | Verbal warning for the first offense, written warning for subsequent offenses |
| Unscheduled Absences without Notice | Written warning for the first offense, suspension for subsequent offenses |
| Tardiness | Verbal warning for the first offense, written warning for the second offense, suspension for subsequent offenses |
Tracking and Documenting Employee Absenteeism
To effectively address employee absenteeism, it is crucial to implement a robust tracking and documentation system. By adopting an absenteeism tracking system, such as a time clock app or a spreadsheet, you can ensure accurate records of employee absences and facilitate further analysis. This system will enable you to identify patterns of absenteeism, comply with legal requirements, and provide substantiating evidence for any disciplinary actions or termination decisions.
Importance of Tracking Employee Absenteeism
An absenteeism tracking system plays a pivotal role in cultivating a culture of transparency and accountability within an organization. By actively monitoring employee absences, you can gain valuable insights into attendance trends, individual patterns, and potential causes. These insights can inform decision-making and help in proactively addressing absenteeism concerns before they become detrimental to workforce productivity and morale.
A well-implemented tracking system empowers us to understand the impact of employee absences on operations, identify areas of improvement, and take appropriate remedial measures.
Keeping Complete Records
A comprehensive absenteeism tracking system ensures accurate documentation of employee absences. By maintaining detailed records, including dates, reasons for absences, and employee-specific information, you create a valuable resource for analysis and reporting. This documentation also enables you to comply with legal obligations related to tracking and reporting employee attendance.
Analyzing Absenteeism Patterns
Tracking and documenting employee absenteeism allow for thorough analysis of patterns and trends. By categorizing absences, such as sick leave, unexcused absences, or family emergencies, you can gain insights into the underlying causes and identify any recurring issues. Additionally, tracking absences over time helps identify potential seasonal or department-specific trends, guiding the implementation of targeted strategies to reduce absenteeism.
Promoting Organizational Compliance
An absenteeism tracking system ensures compliance with legal requirements for documenting and reporting employee absences. In many jurisdictions, employers must maintain accurate records to demonstrate adherence to labor laws, such as the Working Time Regulations. By utilizing a dedicated tracking system, you safeguard your organization against potential legal implications and maintain trust with employees.
Demonstrating Fairness and Consistency
Consistently tracking and documenting employee absenteeism supports fair and consistent enforcement of attendance policies. By relying on objective data rather than subjective judgment, you mitigate bias and ensure equal treatment of all employees. This transparency fosters a sense of trust and creates an environment where employees understand the consequences of absenteeism and the importance of adhering to attendance policies.
Enhancing Employee Engagement
A transparent absenteeism tracking system can improve employee engagement by demonstrating the organization’s commitment to fair and equitable practices. By sharing aggregated data and periodic reports on absenteeism trends, you promote a shared understanding and collective responsibility for maintaining a productive work environment. Employees gain a greater awareness of the impact of absenteeism, fostering a more motivated and engaged workforce.
Taking Action
Tracking and documenting employee absenteeism should not be viewed as a punitive measure. Rather, it is an opportunity to proactively address attendance issues and support employees in managing their work-life balance. By identifying potential underlying causes and offering appropriate support, such as flexible scheduling or employee assistance programs, you create an environment that encourages open communication, reduces absenteeism, and improves employee well-being.
Tracking and Documenting Employee Absenteeism Checklist
| Steps | Description |
|---|---|
| 1 | Choose a suitable tracking system |
| 2 | Define categories and reasons for absences |
| 3 | Establish clear documentation processes |
| 4 | Train HR personnel and managers on data entry |
| 5 | Regularly review and analyze absenteeism data |
| 6 | Provide employees with access to their own records |
| 7 | Use insights to inform attendance improvement initiatives |
Implementing a robust tracking and documentation system for employee absenteeism enables organizations to gain valuable insights, promote fairness and consistency, and proactively address attendance concerns. By leveraging the power of data, we can create a productive and engaged workforce that is committed to meeting organizational goals.
Legal Considerations for Employee Absenteeism
When addressing the issue of employee absenteeism, it is essential to be aware of the legal implications that may be associated with it. Absences can fall under the coverage of specific regulations, such as the Family & Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA).
To ensure compliance with these regulations, it is crucial to review and align your attendance policy and disciplinary actions accordingly. This includes providing appropriate accommodations for employees under the FMLA and ADA, as well as avoiding any discriminatory actions in response to absences related to these protected circumstances.
By adhering to FMLA and ADA compliance, you can protect both your employees’ rights and your organisation from potential legal issues.
Family & Medical Leave Act (FMLA)
The FMLA provides eligible employees with the right to take unpaid leave for specific medical and family-related reasons. This federal law ensures that qualifying employees are entitled to job-protected leave and continued healthcare coverage during their absence.
It is important to understand the eligibility requirements and provide the necessary documentation to determine whether an employee’s absence falls under FMLA protection. By doing so, you ensure compliance and avoid any potential legal consequences.
Americans with Disabilities Act (ADA)
The ADA protects individuals with disabilities from discrimination in the workplace and requires employers to provide reasonable accommodations to qualified employees. When addressing absences related to disability, it is essential to engage in an interactive process with the employee to determine suitable accommodations that would enable them to perform their job effectively.
To ensure ADA compliance, evaluate whether the employee’s absence is related to their disability, engage in a good faith interactive process, and provide reasonable accommodations accordingly.
Having a clear understanding of FMLA and ADA compliance will help you navigate the legal landscape surrounding employee absenteeism. It is crucial to review and update your attendance policy to reflect these regulations, ensuring that your organisation maintains a fair and inclusive workplace.
“Legal compliance is vital when addressing employee absenteeism. By aligning your attendance policy with the FMLA and ADA, you can protect both your employees’ rights and your organisation from potential legal issues.” – HR Legal Specialist, Jane Smith
| Key Points | Benefits of Compliance |
|---|---|
| 1. Review and align your attendance policy with FMLA and ADA regulations. | – Avoid legal consequences – Protect employee rights – Maintain a fair and inclusive workplace |
| 2. Determine eligibility for FMLA protection and provide the necessary documentation. | – Ensure compliance with federal requirements – Protect job-protected leave and healthcare coverage |
| 3. Engage in an interactive process with employees to determine reasonable accommodations under the ADA. | – Prevent discrimination against individuals with disabilities – Promote a supportive and inclusive work environment |
Addressing Absences with Return-to-Work Interviews
Return-to-work interviews are crucial in effectively addressing employee absences. Not only do they emphasize the seriousness of an employee’s behavior, but they also offer an opportunity to uncover any underlying issues that may be contributing to excessive absences. During these interviews, it is important to discuss the employee’s absence, understand the reasons behind it, and set clear expectations moving forward.
By conducting return-to-work interviews, we demonstrate our commitment to addressing employee absences and maintaining a productive work environment. These interviews allow us to show empathy towards our employees while also addressing any potential performance or personal issues that may be affecting attendance.
In line with our approach, return-to-work interviews follow a structured format that ensures consistency and fairness. Here’s how we conduct these interviews:
- Schedule a meeting: Once an employee returns from an absence, we schedule a face-to-face meeting to discuss their absence and the reasons behind it. This meeting should take place as soon as possible to address the issue promptly.
- Understanding the absence: During the interview, we create a supportive environment where employees feel comfortable discussing the reasons for their absence. This allows us to gain deeper insights into personal or work-related issues that may have contributed to their absence.
- Identifying underlying issues: Return-to-work interviews provide an opportunity to identify any recurring patterns or circumstances that may be causing frequent absences. By understanding these issues, we can work together with the employee to find solutions and support their overall well-being.
- Setting clear expectations: In the interview, we remind employees about the importance of regular attendance and the impact of their absences on their colleagues and the organization as a whole. We clearly communicate our expectations regarding attendance and encourage open communication if they anticipate any future absences.
Return-to-work interviews not only address employee absences but also foster a culture of accountability and open communication. They allow us to proactively support our employees in overcoming any challenges they may be facing, ultimately reducing absenteeism rates and ensuring a more engaged and committed workforce.
Return-to-work interviews provide valuable insights into the reasons behind employee absences and help create a supportive and accountable work environment.
| Benefits of Return-to-Work Interviews | How they benefit our organization |
|---|---|
| Identify underlying issues | Addressing potential performance or personal issues affecting attendance |
| Create open communication channels | Encouraging employees to openly discuss any future anticipated absences |
| Reduce absenteeism rates | Addressing the root causes of absences and supporting employees in overcoming challenges |
| Foster a culture of accountability | Highlighting the importance of regular attendance and the impact of absences on colleagues |
Investigating the Reasons for Absenteeism
When addressing employee absenteeism, we understand the importance of investigating the reasons behind the absences. By examining the underlying causes, we can identify patterns and gain insights into the factors contributing to excessive absences.
Some of the common reasons for employee absenteeism include:
- Personal problems: Employees may experience personal issues, such as health problems, family emergencies, or personal conflicts, that can lead to unplanned absences.
- Scheduling conflicts: Poor work-life balance, conflicting responsibilities, or challenging shift schedules can result in increased absenteeism rates among employees.
- Workplace dissatisfaction: Employees who are dissatisfied with their work environment, job responsibilities, or relationship with colleagues may exhibit higher rates of absenteeism.
- Health issues: Illnesses, chronic conditions, or physical injuries can cause employees to take frequent sick leave or extended time off work.
Identifying patterns of absenteeism within an organization can help us understand the specific challenges faced by different teams or departments. By analyzing the data, we can pinpoint areas that require targeted interventions, support, or changes in work processes.
“Investigating the reasons behind employee absences is crucial to addressing absenteeism effectively.”
To illustrate the importance of investigating absenteeism, consider the following table that highlights patterns of employee absenteeism in three different departments over a three-month period:
| Department | Number of Absences | Main Reasons for Absences |
|---|---|---|
| Sales | 42 | Personal problems, scheduling conflicts |
| Customer Support | 23 | Health issues, workplace dissatisfaction |
| Production | 15 | Health issues, scheduling conflicts |
Understanding the patterns of absenteeism in different departments helps us identify the main reasons behind employee absences.
Based on the table, we can see that personal problems and scheduling conflicts are the primary reasons for absenteeism in the Sales department. In contrast, health issues and workplace dissatisfaction are more prevalent in the Customer Support department. By analyzing this data, we can develop targeted strategies to address the specific challenges faced by each department and minimize absenteeism.
Corrective Measures for Absenteeism
If an employee has valid reasons for excessive absences and their performance is otherwise strong, we can work together to find solutions. This may involve creating a performance improvement plan, updating availability forms, and adjusting employee schedules to accommodate their needs and mitigate any challenges contributing to their absences. By addressing these issues proactively, we can support the employee in improving their attendance and overall performance.
However, if the absences are unjustified and have a detrimental impact on workplace productivity, it may be necessary to take more serious disciplinary measures. In such cases, we will adhere to the guidelines outlined in our attendance policy to ensure fairness and consistency in addressing excessive absences. This may include implementing progressive disciplinary actions, such as verbal and written warnings, and ultimately, if necessary, considering termination.
Performance Improvement Plan
When an employee’s attendance becomes a concern, a performance improvement plan (PIP) can be implemented as a structured approach to address the issue. A PIP typically includes clear expectations, specific goals, and a timeline for improvement. Through regular check-ins and guidance from supervisors, the employee can work towards meeting the set objectives and improving their attendance record. This constructive approach emphasizes support and growth, allowing the employee to understand the importance of consistent attendance and take steps towards rectifying the issue.
Adjusting Employee Schedules
In certain cases, adjusting an employee’s schedule can help accommodate personal circumstances and reduce absenteeism. By providing flexible working hours, remote work options, or modified shifts, we can create a conducive environment for employees to balance their responsibilities outside of work. This flexibility can be particularly beneficial for individuals with caregiving responsibilities, health concerns, or other factors that may contribute to frequent absences. Through open communication and collaboration, we strive to find mutually beneficial solutions that support both the employee’s needs and the organization’s productivity.
Addressing Excessive Absences
Addressing excessive absences requires a comprehensive understanding of the underlying reasons. By conducting return-to-work interviews, we can engage in a constructive dialogue with the employee to understand the challenges or barriers they may be facing. These interviews also provide an opportunity to reinforce the importance of attendance and communicate expectations moving forward. Additionally, ongoing communication and support from supervisors can help identify any underlying issues and provide guidance on strategies for improving attendance.
| Benefits of Corrective Measures | Actions |
|---|---|
| Improved employee engagement and morale | Implement a performance improvement plan |
| Reduced absenteeism rates and increased productivity | Adjust employee schedules to accommodate personal circumstances |
| Enhanced organizational efficiency and effectiveness | Address excessive absences through open communication and support |
Dealing with Unauthorised Absence
Unauthorised absence from work is a serious issue that can disrupt productivity and hinder the smooth operation of a business. It occurs when an employee fails to show up for work without a valid reason or without notifying their employer in advance. Addressing unauthorised absence requires prompt action and effective communication.
When faced with unauthorised absence, it is crucial to make reasonable attempts to contact the absent employee. This can be done through phone calls, emails, or other appropriate means of communication. By reaching out to them, we can obtain more information about the absence and assess the situation.
Upon the employee’s return, it is important to address the situation promptly. This may involve conducting a return-to-work interview to discuss the absence and gather any necessary information. A return-to-work interview provides an opportunity to clarify the expectations regarding attendance and remind the employee of the importance of their commitment to their work.
Depending on the circumstances surrounding the unauthorised absence, disciplinary action may be necessary. This can range from verbal warnings to written warnings, and in severe cases, it may even lead to termination of employment. The appropriate disciplinary measures should be applied in accordance with the company’s policies and procedures.
It is worth noting that consistency in dealing with unauthorised absence is essential. Treating all employees equally and enforcing the established policies consistently helps to minimize potential disputes or claims of unfair treatment.
Addressing unauthorised absence requires proactive communication, prompt action, and fair enforcement of disciplinary measures. By effectively dealing with unauthorised absence, we can maintain a productive work environment and foster a culture of accountability.
| Steps for Dealing with Unauthorised Absence | Description |
|---|---|
| 1. Contact the absent employee | Make reasonable attempts to reach out and gather information about the absence. |
| 2. Conduct a return-to-work interview | Discuss the absence and clarify expectations regarding attendance. |
| 3. Apply appropriate disciplinary action | Follow the company’s policies and procedures to address the unauthorised absence. |
| 4. Ensure consistent enforcement | Treat all employees equally and enforce policies consistently to avoid disputes. |
Conclusion
Addressing and managing employee absenteeism is crucial for maintaining a productive workplace. By implementing an effective attendance policy, consistently enforcing it, and tracking and documenting absenteeism, we can reduce absenteeism and create a more engaged and accountable workforce.
An attendance policy provides clear expectations for work behavior and guides the necessary disciplinary actions for different types of absences. Communicating this policy to all employees and regularly enforcing it helps reduce absenteeism and maintain a productive environment.
Tracking and documenting employee absenteeism allows us to identify patterns, address underlying issues, and fulfill any legal requirements. By conducting return-to-work interviews and investigating the reasons for absences, we can understand the causes and make appropriate adjustments to prevent future absenteeism.
Ultimately, by addressing absenteeism and maintaining a productive workplace, we can foster a positive work culture, enhance employee satisfaction, and achieve greater overall success for our organization.
FAQ
What is employee absenteeism?
Employee absenteeism is a frequent lack of attendance at work without a valid cause.
How much does absenteeism cost companies?
According to the U.S. Bureau of Labor Statistics, absenteeism cost U.S. companies $225.8 billion in 2022.
Why is an attendance policy important?
An attendance policy makes expectations for work behavior and disciplinary action clear to all team members.
How can I create an effective attendance policy?
To create an effective attendance policy, consider different attendance issues and clearly define the consequences of each type of absence.
How do I communicate and implement the attendance policy?
Communicate the attendance policy to all employees, ensure they understand it, and regularly remind them of its importance.
How do I enforce the attendance policy consistently?
Enforce the attendance policy by applying the defined disciplinary actions for each type of absence and treating all employees equally.
How can I track and document employee absenteeism?
Implement a system like a time clock app or a spreadsheet to track and document employee absences.
What legal considerations should I be aware of?
Familiarize yourself with legal regulations such as the Family & Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA) when creating your attendance policy.
How can I address absences with return-to-work interviews?
Conduct return-to-work interviews to discuss the absence, reasons for it, and expectations moving forward.
How can I investigate the reasons behind absenteeism?
Look for patterns and potential underlying issues that may be contributing to excessive absences and address them accordingly.
What corrective measures can I take for excessive absences?
Work together with the employee to find solutions, such as creating a performance improvement plan or making schedule adjustments where possible. Serious disciplinary measures may be necessary in some cases.
How should I deal with unauthorised absence?
Make reasonable attempts to contact the absent employee and address the situation upon their return, potentially requiring disciplinary action.
What is the importance of addressing absenteeism?
Addressing absenteeism is crucial for maintaining a productive workplace.
