NFIB

Dealing With Absenteeism
09/ 18/ 2002

by Vicki Gerson

Even the best employees miss a day of work now and then. When calling in sick becomes the rule rather than the exception, however, you have a problem. Absenteeism can cause all sorts of serious problems for your business, from other employees having to cover for the missing worker to missed deadlines to dissatisfied customers.

Here are some steps you can take to control absenteeism in your company.

1. Keep track of absences.

It is important that you keep careful records so you can compare the absences of all your employees. Check back over your records and see if any patterns emerge, such as an employee who seems to call in sick only on Fridays or warm summer days.

2. Find out if absenteeism is voluntary or unavoidable.

Has the employee been missing work due to an unavoidable problem, such as a serious illness in the family? Or does the employee seem to be lacking a good reason? Talk to the employee to find out what the specific problem is. Ask the employee what you can do to help. However, if you suspect your employee isnÆt being straight with you, you may want to ask for validation such as a doctorÆs note for future absences.

3. Schedule a meeting with the employee.

If youÆre not satisfied with the initial conversation, have a private meeting. Have your facts in front of you and don't yell or scold--try to keep the discussion friendly. Tell the employee that you want to understand and solve the problem. Don't discipline the employee at this meeting.

If things donÆt get better, hold another meeting. Explain how the employee's absence is affecting others, and tell him you need an improved performance and better attendance on the job.

4. Write a report.

It is important to document what has occurred with this employee. Create a written report that is placed in the employee's personnel file. Include the date of all the absences, the meeting dates and the gist of the two conversations. Be sure to give a copy of this written report to the employee as well.

5. Give an ultimatum.

The employee has two choices at this time: start coming to work regularly or find another place of employment. If the employee decides to leave at this time, know that letting the employee stay would have been a detriment to you and your other employees.

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