Excessive Absenteeism – Supervisors Wisely Taking Charge
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 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
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
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.
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!