Encouraging the appropriate use of sick leave, flu pandemic or otherwise

A recent article on the possibility of a flu pandemic urges employers to reward employees who stay home when sick. While staying home without repercussion may be the only reward most employees need, it is refreshing to see widespread agreement over encouraging employees to use their sick leave when ill, even if it is only prompted by the serious implications of a severe outbreak of bird flu.

Undoubtedly, many of us in the workforce have had the displeasure of working alongside a colleague who was fretfully ill, perhaps hacking and sniffling away as we held our breaths, hoping not to catch whatever bug the person had. And, undoubtedly, we did catch a bug from someone like that once or twice. Most of us have probably experienced the bug that went around the entire office thanks to the one person who chose not to use his sick leave, ultimately infecting everyone with whatever he had.

Why don’t people stay home when ill? The reasons are varied. I’m sure that most of us have considered not using leave because of projects and deadlines that just can’t be worked around, not wanting to deal with the suspicious inquiries of an employer, not wanting to take the time off for fear that the time won’t be available later when it’s even more sorely needed, or simply because the sick leave is not available.

Then there are those who don’t come to work when healthy. They claim ill when they’re fine, perhaps to attend to some personal business. Those individuals plant the seed of doubt in the employer’s mind, leading to employer suspicion.

Our Food Services and Hospitality Training courseware focuses on essential workplace competencies for FOH and BOH employees in any type of food services or hospitality establishment. Courses are available in a Management/Supervisory Edition as well as an Employee Edition.

Still, a rare day off categorized as sick leave is not abuse, even though it is not appropriate. A bigger problem is sick leave abusers who violate their employer’s sick leave policy on a regular basis. Their unscheduled absences have a serious impact on the workplace, and according to CCH Incorporated, a publisher of tax research and compliance products, can cost up to $602 per employee per year. Add to that the costs associated with hiring temps, paying overtime to other employees, lost sales, and other lost opportunities, and one can see why employers can’t help but be concerned, even suspicious, when sick leave is taken.

Sick leave is beneficial for both the employee and employer, but both have to be mindful of its appropriate use. Sick employees should be encouraged to use their sick leave without fear of repercussion or employer suspicion. Employees who are not sick should simply not use their sick leave. But how can this behavior be encouraged throughout the workplace?

An employer’s first line of defense is a written attendance policy. The policy should clearly outline the expectations and requirements of the organization regarding employee attendance, and it should also include the associated disciplinary measures that can be taken for violations, up to and including termination. The policy should be distributed at the new hire orientation as well as annually to all employees. Additionally, the policy should be strictly enforced, and if a violation occurs, the disciplinary action must be swift and appropriate.

Another way to encourage the appropriate use of sick leave is through incentive programs. Some organizations allow employees to “cash in” their accumulated sick leave for bonus money, retirement benefits, vacation time, disability insurance, other wellness perks such as gym membership, and a host of other benefits. Whatever policy or incentives you use in your workplace, just make sure they are fair to both the employer and employee.

Provided by: HRTutor.com and The Human Equation Email this article Encouraging the appropriate use of sick leave, flu pandemic or otherwise By: Ariana Bianchi
A recent article on the possibility of a flu pandemic urges employers to reward employees who stay home when sick. While staying home without repercussion may be the only reward most employees need, it is refreshing to see widespread agreement over encouraging employees to use their sick leave when ill, even if it is only prompted by the serious implications of a severe outbreak of bird flu. Undoubtedly, many of us in the workforce have had the displeasure of working alongside a colleague who was fretfully ill, perhaps hacking and sniffling away as we held our breaths, hoping not to catch whatever bug the person had. And, undoubtedly, we did catch a bug from someone like that once or twice. Most of us have probably experienced the bug that went around the entire office thanks to the one person who chose not to use his sick leave, ultimately infecting everyone with whatever he had. Why don’t people stay home when ill? The reasons are varied. I’m sure that most of us have considered not using leave because of projects and deadlines that just can’t be worked around, not wanting to deal with the suspicious inquiries of an employer, not wanting to take the time off for fear that the time won’t be available later when it’s even more sorely needed, or simply because the sick leave is not available. Then there are those who don’t come to work when healthy. They claim ill when they’re fine, perhaps to attend to some personal business. Those individuals plant the seed of doubt in the employer’s mind, leading to employer suspicion. Our Food Services and Hospitality Training courseware focuses on essential workplace competencies for FOH and BOH employees in any type of food services or hospitality establishment. Courses are available in a Management/Supervisory Edition as well as an Employee Edition. Still, a rare day off categorized as sick leave is not abuse, even though it is not appropriate. A bigger problem is sick leave abusers who violate their employer’s sick leave policy on a regular basis. Their unscheduled absences have a serious impact on the workplace, and according to CCH Incorporated, a publisher of tax research and compliance products, can cost up to $602 per employee per year. Add to that the costs associated with hiring temps, paying overtime to other employees, lost sales, and other lost opportunities, and one can see why employers can’t help but be concerned, even suspicious, when sick leave is taken. Sick leave is beneficial for both the employee and employer, but both have to be mindful of its appropriate use. Sick employees should be encouraged to use their sick leave without fear of repercussion or employer suspicion. Employees who are not sick should simply not use their sick leave. But how can this behavior be encouraged throughout the workplace? An employer’s first line of defense is a written attendance policy. The policy should clearly outline the expectations and requirements of the organization regarding employee attendance, and it should also include the associated disciplinary measures that can be taken for violations, up to and including termination. The policy should be distributed at the new hire orientation as well as annually to all employees. Additionally, the policy should be strictly enforced, and if a violation occurs, the disciplinary action must be swift and appropriate. Another way to encourage the appropriate use of sick leave is through incentive programs. Some organizations allow employees to “cash in” their accumulated sick leave for bonus money, retirement benefits, vacation time, disability insurance, other wellness perks such as gym membership, and a host of other benefits. Whatever policy or incentives you use in your workplace, just make sure they are fair to both the employer and employee.
© 2006 HRTutor.com & The Human Equation. All rights reserved. No reproduction, display or sale is permitted without the express written consent of the copyright owner. The Human Equation's newsletters and publications are intended as an information source for the clients and friends of the firm. Their content should not be construed as legal advice, and readers should not act upon the information in these publications without professional guidance. Please note that newsletters and publications that are archived by The Human Equation or HRTutor.com are not updated after initial publication and may not contain the most current information available.