Human Resource Policy

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Human Resource Policy:
Absenteeism
Human resource departments have multiple roles and responsibilities to help facilitate daily processes of an organization. These roles and responsibilities included but not limited to hiring, termination, work place injuries, American with Disabilities, and absenteeism. With the assistance of human resource departments, organizations develop policies for its roles and responsibilities. One such policy, absenteeism, will be furthered explained in this presentation. Slide three discusses the different types of absenteeism: scheduled, unscheduled, no-fault, compensated, and uncompensated. Examples of each are also given. Slide four discusses the impact of absenteeism. Absenteeism not only affects the quality of patient care because the workload of others increases but also affects teamwork. Peer’s are the ones that have to carry the brunt of the workload if another peer is absent. Increased workload and stress can lead to staff dissatisfaction. Staff become stressed and over worked which leads to a decrease in staff morale. Organizations see a financial impact of absenteeism. The financial impact relates to meeting staffing needs. Holy Spirit Hospital has its own effects of absenteeism. Slide five discusses the development of policies, staffing collaboration, and performance appraisals. Nursing Resource Managers provide support to unit managers with absenteeism on his or her units. Managers communicate daily, weekly, and monthly on staffing needs. Nursing Resource Managers are the ones that are responsible for filling staffing gaps. All employees are given performance appraisals at 90 days, 6 months, and yearly. Absenteeism is documented and a part of the performance appraisal. Unsatisfactory marks from absenteeism can lead to decreased or no pay increase. Slide six discusses interventions to prevent absenteeism. Teamwork is essential in the health care field. Units are encouraged to support each other. Activities outside of the organization as well as meaningful opportunities within the organization can assist employees with teamwork. Employees need to know that they are supported on their unit. Communication between leadership an employees is important. Workload needs to be appropriate without causing extra work and or stress. Employees need to have clarity of the organizations and units goals upon hire and yearly. All employees deserve recognition. This could be in the form of monetary or even simply showing respect for the employee. Lastly, a positive working environment promotes employees to come to work on his or her scheduled days. Absenteeism is decreased. The last two slides are the conclusion and references slides. Let us begin now. Scheduled or Excused

Unscheduled or Unexcused

No-Fault

Compensated

Uncompensated
What is absenteeism? Employment law describes absenteeism is when an employee is not present at work to perform his or her duties during a scheduled time frame. Absences can be classified into different types: scheduled, unscheduled, no-fault, compensated, and uncompensated. Scheduled absences are known and approved by the employer. Employers usually ask for notice of scheduled absences if appropriate. Vacations, funerals, jury duty, military reserves, medical appointments are considered scheduled absences. Unscheduled absences are not approved by the employer. A sickness, emergency (family, personal), transportation problems (care broke down, no ride to work), and in some cases a death in the family are examples of unscheduled absences. A no-fault absence is considered to be an unscheduled absence but is not counted against an employee. An example of a no-fault absence is when a state of emergency is called. Compensated absences are those absences that the employee is paid for without actually working his or her scheduled hours. Most employers call compensated absences...
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