Supervisors Wisely Taking Charge of Excessive Absenteeism

Excessive Absenteeism – Supervisors Wisely Taking Charge

 

A Supervisor's Role

Introduction

It’s a handful for supervisors to maintain continual smooth operations at a company. So, dealing with an employee’s excessive absenteeism in addition to the workload can be a bit much. And as result, the supervisor could lose ground in managing the whole operation.

On the other hand, supervisors are usually not willing or feel uncomfortable in reporting excessive levels of absenteeism. They have enough pressure on them with their workloads. Thus, to implement consistently absenteeism policies is not a main priority for them.

There could also be an issue of the employee feeling mistreated if others are getting away with being excessively absent. With all the supervisor’s dealings, he/she may have forgotten about other employees doing the same thing. And as a result, there could be low morale among workers because of the feelings of injustice, favoritism, and tension. This is why being fair to everyone, maintaining consistency, and being persistent are mandatory to maintain a smooth operation.

And lastly, it’s important to have programs and policies that are supportive, instead of punitive. Stringent measures will ensure the employees are following the rules, but just enough to maintain their jobs. They will be there in person, but they will not be into their jobs. Programs, such as wellness programs, attendance awards, job sharing, and flexible work scheduling, should be implemented.

 

Taking Charge of the Situation

Taking Charge of the Situation Wisely

In addition to being more supportive and implementing programs, supervisors must have meetings with the employees as a whole sometimes. These meetings are to ensure everyone knows the organization’s policies about absentees among other important matters. Supervisors must inform all employees the proper protocol to take when they have to be absent from work.

Of course, we all know that things happen out of our control. There are accidents, sudden illnesses, and works of nature. There are also times when doctor appointments, for instance, must be made. Supervisors are understanding of these matters that are all mandatory, and/or out of our control.

Nevertheless, employees can show some responsibility when it comes to some absences. For one, they can call at least the day before they are scheduled for work, if possible. If this isn’t possible, they should call as soon as possible. Also, they should get an excuse from a doctor, dentist, or whomever they have an appointment with.

 

Interviewing the Employee

Interviewing the Employee

After the employee returns to work, he/she must be interviewed promptly to give the employee ample opportunity to explain the absences. This interview is to reach out to the employee for resolutions, and making him/her aware of this unacceptable action. This is also to inform him/her of the consequences to come if this behavior continues.

The supervisor should keep in mind that even though this is serious, it’s still a supportive and open culture. Procedures should be used for advising and helping the employee. It’s also a time to determine rather or not the employee is fit to return for work.

With interviewing, employees usually appreciate the opportunity to explain the absence in a formalized structure. The supervisor may or may not doubt the authenticity of the explanation. Nevertheless, the employee is given a chance to clear the air, and possibly change the situation.

 

When All Else Fails

When All Else Fails

Other than that, supervisors must take action so that the employees who are absent excessively can get back on track, or else risk warnings/write-ups on up to termination. Supervisors performing the appropriate steps to resolving this issue will also help keep the other employees on the straight and narrow. If supportive measures are not beneficial to the organization or the employee, the following are the appropriate steps supervisors must take:

Giving a Verbal Warning –

After the interview, this is the next step the supervisor should take if the absences continue. The supervisor must give a verbal warning to the employee.

Giving a Written Warning –

After giving the verbal warning is this step to take if the absences continue. The supervisor must also make it known to the employee about the written warning. In many cases, companies require employees to sign the written warning.

Maintain record of these events for six months –

If the employee corrects these actions, records of these actions should be filed for six months, just in case the action reoccurs or other unacceptable behavior erupts.

Termination –

Terminating the employee is the final action to take after the verbal and written warning, if the absences continue.

 

 

Article provided by Neches FCU, with locations in Port Neches, Nederland, Beaumont, Lumberton and Bridge City.

Neches FCU is one of the top Texas credit unions and has a superior team of professionals ready to service our members. When its doors open at any of the 9 locations, our core mission of “Ultimate Member Satisfaction” becomes the sole focus for every employee. They are respected for a personal, dynamic and enthusiastic work atmosphere, delivering a memorable service experience, and where all clients are known by name. Neches Federal Credit Union has about $438 Million in assets with over 45,000 members. Neches FCU is recognized by members and the business community as one of the best credit unions in Texas and an actively involved partner, helping our Family, Friends and Community!

The $76 Billion Tax Shelter Strategy Employed by Wal-Mart

Wal-Mart’s $76 Billion Tax Shelter Strategy

 

Tax shelters
Tax shelters

The multinational retail giant Wal-Mart generates more revenue each year than any other company in the world, as was reported by the Fortune Global 500 list published in 2014. The family owned business employs 2.2 million employees, making it the largest private employer in the world as well. In addition, Wal-Mart Stores, Inc. is also among a list of some of the largest multinational corporations in the world who take advantage of massive tax shelters abroad. In the case of Wal-Mart, a new study conducted on the tax responsibilities of the corporation discovered 78 foreign subsidiaries that are sheltering over $76 billion of the company’s assets.

WHERE THEY ARE HIDING THE MONEY

Hiding Money
Hiding Money

As was reported by Americans for Tax Fairness on Wednesday, Luxembourg and the Netherlands are home to nearly 90 percent of overseas assets owned by Wal-Mart. Having 22 shell companies in Luxembourg alone, not one store exists in the tiny European country. Labeled a “Magical fairyland” by one tax specialist because taxation of money placed there is easily avoidable by U.S. taxing authorities, Wal-Mart paid less than 1 percent in taxes on $1.3 billion of profits held in Luxembourg between 2010 and 2013. As for the nearly 3,500 stores in Brazil, Central America, Chile, China, Japan, South Africa and the U.K., it seems that ownership of these locations are placed in units of tax shelters situated in Curacao, the British Virgin Islands and Luxembourg.

ANOTHER POPULAR STRATEGY

 

Avoid Taxation
Avoid Taxation

In addition to hiding large sums of profits and assets in countries with low tax rates, Wal-Mart has been shrewdly coming up with new ideas to adamantly avoid U.S. taxation. It’s called a hybrid loan, where tax deductions on interest paid by offshore subsidiaries to their U.S. parent company are taken and ultimately, the interest is not reported as income to be taxed in the U.S. The Organization for Economic Cooperation and Development (OECD), however, is working to put a stop to these types of loans used for tax benefit purposes.

HOW THEY HID THEIR ASSETS

Setting up subsidiaries in countries that are well known to be corporate tax haves such as Barbados with 1 shelter company, the Cayman Islands with 4 shelter companies, Switzerland with 4 shelter companies and Hong Kong with 13 shelter companies, Wal-Mart is able to avoid U.S. taxes by conducting little if any business in these locations. According to U.S. tax laws, corporations having subsidiaries which generate over 10 percent of income or assets must report the financial information of these divisions to the U.S. Securities and Exchange Commission (SEC). The study discovered that many of these offshore branches were never included in Wal-Mart’s securities filings with the SEC, saving the mammoth company over $3.5 billion in U.S. income taxes.

THE INFORMATION IS FINALLY MADE PUBLIC

 

Investigation
Investigation

Carried out by the United Food and Commercial Workers International Union, the research was conducted using information gained by public information documented by Wal-Mart and its subsidiaries in these corporate tax haven countries. Known to be opposed to unions for its employees, a Wal-Mart spokesman, Randy Hargrove, cited that the report submitted by the union was incomplete and that it was “designed to mislead.” Hargrove also asserted that the corporation has “processes in place to comply with applicable SEC and IRS rules, as well as the tax laws of each country where we operate.” Wal-Mart’s nearly 6,300 foreign retail stores reported only 28 percent of their revenue, equaling to about $137 billion.

WORKING TO STOP THE TAX SHELTERING

 

G-20 Nations
G-20 Nations

The Group of Twenty (G-20) is a collection of 20 countries whose governments promote international financial stability. The G-20 is fighting to stop tax evasion by multinational corporations. Their aim is to require companies to report where they place their profits so the information can be made available for review to locate any discrepancies. The evidence discovered in the research done on Wal-Mart is likely to prompt amendments in international tax reform. The G-20 is calling for the Organization for Economic Cooperation and Development to enact changes to stop corporations from creating subsidiaries in these low tax areas in order to avoid taxation where it is due.

 

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Author Bio:

Hi,

I’m a Tax Pro based in Nevada. I love to cover Tax and Accounting ideas. I enjoy hanging out with folks building business enterprises and helping the economy. I really hope you liked my blog post. Please don’t hesitate to provide me reviews. As a side note, if you are going to e-File 1099’s and other tax forms this year, consider using http://www.efile4biz.com.

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