1:46 PM
Kinsz
Cold and flu season is in full swing. But what are you able to do when you suspect an employee is abusing your sick leave policy? Australia features a much more lenient attitude towards managing sick leave absence than is prevalent in other countries. There is a culture of entitlement with many corporations permitting around 10 days of paid sick without query or challenge
Since the nature of sickness is unpredictable, it's not feasible to plainly define the degree of sickness leave. An employee who's absent for three weeks following an operation would not be deemed in the same way as someone who has had 3 days off for a fever.
This does not imply that we expect individuals to attend work no matter what their well being state is. Sadly there will normally be a number of people today who fall seriously ill or have wellness complications that cause a period of prolonged absence through no fault of their own.
But when discussions were tense and the time off segment hard-won, it is possibly better to take what you got and back off on the pay issue. Moreover, you can't discriminate against employees who take FMLA leave. As a result, you cannot take an employee's FMLA-covered leave into account under "no-fault" attendance policies or take into consideration the absences "excessive" under your absenteeism policy.
Even with paid sick days, one standard choice firms can take into consideration Providing are basic technological innovation tools that enable personnel to Telework on these unexpected days. Implementation will be the next step and although sick leave isn't a formal teleworking implementation strategy, the tools an individual could use for a sick day are the exact same. Improved health, task satisfaction and loyalty will assist to enhance the employee's retention.
Additionally, you might have to accommodate disabled personnel by enabling them to take more unpaid leave than is offered by your leave policy unless of course this would impose an undue hardship on the operation of the organization.
Since the nature of sickness is unpredictable, it's not feasible to plainly define the degree of sickness leave. An employee who's absent for three weeks following an operation would not be deemed in the same way as someone who has had 3 days off for a fever.
This does not imply that we expect individuals to attend work no matter what their well being state is. Sadly there will normally be a number of people today who fall seriously ill or have wellness complications that cause a period of prolonged absence through no fault of their own.
But when discussions were tense and the time off segment hard-won, it is possibly better to take what you got and back off on the pay issue. Moreover, you can't discriminate against employees who take FMLA leave. As a result, you cannot take an employee's FMLA-covered leave into account under "no-fault" attendance policies or take into consideration the absences "excessive" under your absenteeism policy.
Even with paid sick days, one standard choice firms can take into consideration Providing are basic technological innovation tools that enable personnel to Telework on these unexpected days. Implementation will be the next step and although sick leave isn't a formal teleworking implementation strategy, the tools an individual could use for a sick day are the exact same. Improved health, task satisfaction and loyalty will assist to enhance the employee's retention.
Additionally, you might have to accommodate disabled personnel by enabling them to take more unpaid leave than is offered by your leave policy unless of course this would impose an undue hardship on the operation of the organization.
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