Instead of a disciplinary atmosphere, managers should use the time with the employee to show that they care. Managers’ attitude to the interviews will have a direct impact on the usefulness of the meeting. So how to make sure your RTW interviews feel meaningful to manager and employee alike?
This is a myth.
It is not uncommon for a capability procedure to stall or even come to a complete standstill because the employee is refusing to attend a capability meeting. Without the meeting going ahead, the employer is unable to continue with the necessary stages of the process and a resolution one way or another remains pending. This does not have to be the case, however, since a capability meeting can also be held in the employee’s absence. As long as the employee has been given reasonable opportunity to attend or to submit responses in writing, the employer can justifiably proceed without the employee present. Continue reading
You might think, as many do, that Return to Work (RTW) interviews are only necessary when an employee has been off work due to a serious illness or injury or for a long time. In fact, the opposite is true. Continue reading
It is commonplace to think that if your employees are off sick, you should not ‘bug’ them with what could feel like ‘intrusive’ phone calls or e-mails. Some even think that it could be classed as harassment to keep in regular contact with a sick employee. This is a myth. Continue reading
Fit Note was introduced in 2010. Since then, many employers mistakenly think that they are obligated to implement suggestions made by a GP on a fit note. In fact, this is a myth. The Fit Note is intended to issue guidance on how an employee can return to work in the short term before they are expected to be fully fit for normal working duties. This means that the suggestions made on the Fit Note are expected to be temporary and should not impact on the employee returning to their full duties, eventually. Continue reading
Using every excuse under the sun, Annie is rarely seen at work. One day her back hurts, the next it’s migraines, or her all-time favourite: stress. When she does turn up, it’s with a multitude of explanations for why she hasn’t done the work she was meant to do. Her boss is keen to help with her health but the GP simply keeps signing her off work to rest. And that is just fine with Annie – sick pay is part of her contract, after all! Continue reading
Despite the fact that you may not have to pay the employee when they are off, there are other direct and indirect costs to the business when an employee is absent.
All absence carries direct and indirect costs
Managers may often feel that they ‘know’ when employees are faking an absence. The gut feeling may be based on their personal relationship with the employee or the fact that they have noticed patterns of absence e.g. repeatedly taking sick days on a Friday. Relying on instict is not an approach we recommend. This article explains the best practice for addressing absences that you think may not be genuine.
Do you struggle to record who on your payroll is isolating, shielding, furloughed or recently reported possible Covid-19 symptoms? Are you tired of keeping your teams updated with ever-changing public health advice? Is your company balancing the tightrope between safeguarding staff whilst staying in business? If so, you are definitely not alone. The good news is that a robust absence management system can help make these tasks easier. Below are a few points to illustrate why absence management is essential work in the era of Coronavirus, especially for those employing essential workers. Continue reading
Absence is a management issue, not a medical one. That is why similar organisations with similar work profiles can have very different absence levels. The difference is not that the employees in one company are more ill. The difference is that one company is managing absence better than the other one.
Any absence is a cost to the employer, regardless what the line of work or sick pay policies. And if absence is not measured, it can’t be managed. Therefore, it’s always recommended to start recording absence ideally before it becomes a problem. However, if you’re looking for a solution to turn around a culture of poor attendance, it is never too late to start.