Controlling absenteeism has become a big concern for companies all over the globe today.
These are the Causes and Types of Absenteeism in the Workplace Handling absenteeism at the workplace is tricky and challenging for the management.
Workspirited Staff Last Updated: In fact, the causes of absenteeism decide the course of action to be followed. Culpable absenteeism is when the employee skips work and fails to give a reasonable justification for having done so.
Non-culpable absenteeism is when the employee skips work due to justified reasons ill health, injury, etc. Culpable Absenteeism On the surface, culpable absenteeism can be likened to committing professional suicide.
But it remains so only at the surface level. To take stringent action against an employee without investigating the reasons behind it can amount to negligence as well.
Lack of Interest in Work Everyone needs a reason or a motivating factor to come to work. For some, it may be the money; for the moneyed ones, it could be the stimulating work environment; still others could have varied reasons.
Whatever it may be, the lack of a motivating factor can be disillusioning enough for someone not to report to work, amounting to culpable absenteeism.
Disputes or Harassment at the Workplace Disputes at work can be a source of great distress for anyone.
Attitude Problems The devil-may-care attitude has ruined a lot of careers, and by all means, is an unpardonable offense. It is incorrect to assume that this problem is solely found in the younger lot of employees. Senior workers who begin to think of themselves as indispensable have also been known to skip work without providing reasons.
How is Culpable Absenteeism Handled? When an employee takes an extended period of absence, or takes intermittent leaves from work, without any justified reason, the management has to seek an explanation for the same. In case the employee fails to provide answers, disciplinary action could be initiated by the company.
The nature of the disciplinary action for the absenteeism, will firstly depend on the company rule book. The company comes to a decision after analyzing these conditions, which may or may not result in termination of employment.
Non-culpable Absenteeism Non-culpable absenteeism is the toughest to manage, and to contain. The simplest way chosen by companies is to have a set of rules to be followed regarding permissible leave of absence. To be effective, these rules are to be conveyed to each employee, along with the consequences of refuting them.
Rules regarding attendance must be reinforced, and slackness in this area should receive reprimands. Non-culpable absenteeism can be a result of an illness, or an injury, or any grave issue that is communicated to the company by the employee.
It is the company policy that dictates how each case should be considered. How is Non-culpable Absenteeism Handled? Reasons involving illnesses or injuries are justified, and need to be supported by medical documents.
Other reasons caused by personal problems should be dealt with sensitivity, and the outcome should result from healthy discussions. Absenteeism caused by health problems or disability should be carefully handled.
|Synonym study||The percentages of those reporting that they have neither experienced nor witnessed mistreatment were: A study by Einarsen and Skogstad indicates older employees tend to be more likely to be bullied than younger ones.|
Any waivers in attendance rules should be based on the medical reports provided by the employee, and opinions from healthcare professionals.Workplace Stress.
Numerous studies show that job stress is far and away the major source of stress for American adults and that it has escalated progressively over the past few decades.
Sep 11, · Employees suffering from high stress levels have lower engagement, are less productive and have higher absenteeism levels than those not working under . Is absenteeism a problem in your workplace? It’s a tough problem to tackle, especially because employee absences can occur for so many varied reasons.
Let’s take a look first at some of the laws that affect the way employers may handle employee absences, and then we’ll review a few tips on how to manage or reduce absenteeism.
According to a study, unscheduled absenteeism costs $3, per year for each hourly worker and $2, for each salary employee. Despite the large costs of absenteeism, some employers don’t measure its impact on a regular basis. The Cost of Absenteeism in the Workplace and How to Control It.
Ashley Handy. December 21, Business. Workplace health trumps everything else in business. Workplace health is far less about number crunching, process optimization, and requirement keeping as it is about employee wholeness.
The causes of culpable absenteeism are important, as they can provide managers with important feedback, either about a single employee or about workplace morale.