August 13, 2015
The employment contract, at its core, is an exchange of work for compensation. So at a very basic level, employers are entitled to expect regular ongoing attendance from their employees. Yet poor attendance – and high absenteeism – is one of the most common and difficult employment problems an employer must manage.
There are many kinds of absence. Some, like vacation and statutory holidays, are generally considered beneficial for the employer and the employee and since they’re usually scheduled, the organization can absorb their impact fairly easily. Others, like absences caused by illness, family-related demands and inclement weather, are generally unavoidable and though unscheduled, are expected to some degree. And then there are the absences that are avoidable, habitual and unscheduled – irritating to employers and co-workers, disruptive to work scheduling and output, and costly to the employer and the economy.
Absenteeism is an increasingly onerous and costly challenge for employers. Managing it requires knowledge and consideration of an entire realm of legal issues and schemes, including contract law and human rights and workers’ compensation legislation, because even if an employer satisfies its obligations under one, it may still have unsatisfied obligations under another.
Here are 10 of the top employers’ attendance – and absenteeism – management problems, and some tips to help employers deal with them.
Please contact your McInnes Cooper lawyer or any member of our McInnes Cooper Labour & Employment Team to discuss this topic or any other legal issue.
McInnes Cooper has prepared this document for information only; it is not intended to be legal advice. You should consult McInnes Cooper about your unique circumstances before acting on this information. McInnes Cooper excludes all liability for anything contained in this document and any use you make of it.
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