Employee attendance is one of the most costly and problematic issues for any business. When an employee begins to exhibit attendance issues, it can put a strain on other employees and/or cost the company money by having to hire a temporary replacement. In addition, having to terminate a habitual absentee employee, search, hire and train a new employee takes valuable time and resources. This is why most businesses have strict sick day policies; some even require a doctor’s notice to return.
Coming to Work Sick Due to No Sick Days
Some employees will use their allotted sick days when they are not really ill. Then, when they do come down with something like a cold or the flu, they are forced into coming into the workplace. For this reason, HR managers require the employees to obtain a written notice from his or her doctor stating they were sick and were treated. If the worker comes in sick, they could give the illness to other co-workers creating a productivity issue.
Staying on Top of Employee Records
The HR department must stay on top of employee records to watch for patterns of requested sick days, such as around big sporting events, holidays, and even their birthdays. Once patterns are noticed, HR managers will usually have to write up or give the employee a warning. A reprimand can be anything from docking their pay for the day they were not actually sick to removing any sick day from being taken during these times in the future.
The HR department is on the front line between a company’s bottom line and employees who try to take advantage of policies. True, it is usually one a few who ruin it for the masses, but having strict sick day policies to rein in attendance is absolutely imperative for a company’s productivity.