Employee absenteeism is one of the most common workplace problems facing employers in today’s workplace. Legitimate illnesses still account for the majority of employee absences, but some studies have shown that less than one-third of absences from the workplace are related to poor health. Most employers offer their workers vacation, sick leave, paid time off, or other kinds of paid and unpaid leave. A key to curbing abuse is to have an absenteeism policy that clearly sets forth which absences are allowed, and what behavior will subject the employee to discipline. Absenteeism problems can range from employees not calling in or not showing up for their shifts, taking sick leave when well, and exhausting their available leave every month, to requesting extra time off and establishing patterns of abuse. For these non-protected absences employers can, and should, discipline their employees. A company’s policy should be clearly written and disseminated to all employees. In addition, the employer should make sure to train all supervisors and managers to ensure that the policy is being fairly applied. It’s a good idea to spot check attendance issues in every department to make sure that company rules are being fairly imposed. Absenteeism is the term generally used to refer to unscheduled employee absences from the workplace. Many causes of absenteeism are legitimate—personal illness or family issues, for example—but absenteeism also can often be traced to other factors such as a poor work environment or workers who are not committed to their jobs. If such absences become excessive, they can have a seriously adverse impact on a business's operations and, ultimately, its profitability
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Absenteeism is the term used to describe the fact of an individual's missing his or her regular daily activity
The habitual non-presence of an employee at his or her job. Possible causes of absenteeism include job dissatisfaction, ongoing personal issues and chronic medical problems. Regardless of cause, a worker with a pattern of being absent may put his reputation and his employed status at risk. However, some forms of absence from work are legally protected and cannot be grounds for termination.
Absenteeism is a habitual pattern of absence from a duty or obligation. Traditionally, absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer; it was seen as a management problem, and framed in economic or quasi-economic terms. More recent scholarship seeks to understand absenteeism as an indicator of psychological, medical, or social adjustment to work.
In this study absenteeism is defined as: temporary, extended or
permanent incapacity for work as a result of sickness or infirmity
The purpose of the study was to investigate the incidence of learner
absenteeism in the country, the reasons why learners absent themselves from schools and
examine the systems that exist to monitor and reduce learner absenteeism.
Firstly, there are reasons for absenteeism associated with personal
factors, such as illness, age, gender and learning difficulties. Secondly, absenteeism may be
caused by socio-economic factors relating to food insecurity, problems with transport to
school, the impact of HIV/AIDS on children and families
How to Deal with Employee Absenteeism
Employee absenteeism is one of the major areas of concern for organizations today. It reduces productivity and puts burden on the available staff. Let us take a look at some methods through which you can keep it in check in your organization.
One of the biggest challenges that organizations face today is unplanned absenteeism. Frequent absenteeism from employees not only hampers the productivity of an organization, but it also affects the morale of hard-working employees....