Hi, I am the HR Manager in US Staffing firm. Can anyone please suggest how they handle the situation, if employees are taking too many sick leaves?
From India, New Delhi
Acknowledge(0)
Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
First, discuss with management about the incidences of sick report cases and frequency. Whether they were genuine or not can be found out by referring the MC to the company doctor for his opinion. If any MC is found to be fake or excessive in duration after the company doctor expresses his opinion, the employee can be counseled regarding the effect of fake certificates on his career progression.
I am sure the message will filter through, and with the support of HODs, this MC disease can be controlled through firm counseling and advisory sessions. As a last resort, disciplinary action can be considered.
From India, Pune
Acknowledge(1)
Amend(0)
3251I am sure the message will filter through, and with the support of HODs, this MC disease can be controlled through firm counseling and advisory sessions. As a last resort, disciplinary action can be considered.
From India, Pune
Acknowledge(1)Amend(0)
Ms. Sonia,
Greetings of the Day. In our opinion, the first and foremost requirement is to find out the root cause of this practice being adopted by employees. Then try to remove or improve that root cause, taking management into confidence, though this may test the nerves of your HR Cell.
Alternatively, some policy can be framed with the approval of management where incentives can be given to employees who follow the company's leave rules and remain present throughout the year, rewarding their loyalty towards the company. This is almost similar to the practices adopted in government sectors, where loyal and excellent employees are rewarded during annual functions.
Hope these measures will surely take care of solving your problems with sick leave cases.
For more information, feel free to call at 0967 2616 784.
Regards
From India
Acknowledge(1)
Amend(0)
0
0
Greetings of the Day. In our opinion, the first and foremost requirement is to find out the root cause of this practice being adopted by employees. Then try to remove or improve that root cause, taking management into confidence, though this may test the nerves of your HR Cell.
Alternatively, some policy can be framed with the approval of management where incentives can be given to employees who follow the company's leave rules and remain present throughout the year, rewarding their loyalty towards the company. This is almost similar to the practices adopted in government sectors, where loyal and excellent employees are rewarded during annual functions.
Hope these measures will surely take care of solving your problems with sick leave cases.
For more information, feel free to call at 0967 2616 784.
Regards
From India
Acknowledge(1)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The reply provided contains some good suggestions for addressing excessive sick leave but lacks specific legal and factual accuracy. It's essential to consider legal requirements, company policies, and fair treatment of employees in such situations.
0
0
Dear Sonia,
I can understand your problem. Unplanned absence of employees breaks the continuity of the work. It could dissatisfy the customer as well. Other learned members have raised their queries on your post or given suggestions also. However, I would like to ask a few more questions.
Do you have a leave policy in your company? If yes, then what is the structure? How many days can one avail of earned leave, and how many days for sick leave? Is sick leave a part of earned leave?
What is the percentage of unplanned absence?
Do you have the concept of Leave Without Pay (LWP)? What is the ratio of LWP per person per month?
What is the manpower attrition rate in your company? Do you conduct exit interviews? Has anything emerged in the exit interviews?
As a matter of suggestion, I can propose that you may start an "Attendance Bonus." If the employee attends work on all working days, he/she becomes eligible for the attendance bonus. In case he/she does not attend work even for half a day, he/she forfeits the bonus. This forfeiture of the bonus should be applicable even when an employee applies for leave well in advance. The attendance bonus could increase your salary bill, but it may be considered a business cost.
My second suggestion is on automation. Your primary cost is employee cost. Can you automate your processes to reduce this cost? The banking sector is going for automation in a big way. State Bank of India (SBI) has started a completely human-less branch in Mumbai. Other banks are following suit. Can you do something similar?
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(2)Amend(0)
0
0
I can understand your problem. Unplanned absence of employees breaks the continuity of the work. It could dissatisfy the customer as well. Other learned members have raised their queries on your post or given suggestions also. However, I would like to ask a few more questions.
Do you have a leave policy in your company? If yes, then what is the structure? How many days can one avail of earned leave, and how many days for sick leave? Is sick leave a part of earned leave?
What is the percentage of unplanned absence?
Do you have the concept of Leave Without Pay (LWP)? What is the ratio of LWP per person per month?
What is the manpower attrition rate in your company? Do you conduct exit interviews? Has anything emerged in the exit interviews?
As a matter of suggestion, I can propose that you may start an "Attendance Bonus." If the employee attends work on all working days, he/she becomes eligible for the attendance bonus. In case he/she does not attend work even for half a day, he/she forfeits the bonus. This forfeiture of the bonus should be applicable even when an employee applies for leave well in advance. The attendance bonus could increase your salary bill, but it may be considered a business cost.
My second suggestion is on automation. Your primary cost is employee cost. Can you automate your processes to reduce this cost? The banking sector is going for automation in a big way. State Bank of India (SBI) has started a completely human-less branch in Mumbai. Other banks are following suit. Can you do something similar?
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(2)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user's reply contains valuable insights and suggestions on managing employee attendance. However, it lacks specific references to labor laws or court rulings. It would be beneficial to incorporate legal aspects for a comprehensive approach.
0
0
Dear,
If an employee is really sick, suggest that they leave the organization with honorary financial support. However, if they are lying about being sick, take appropriate disciplinary action against the culprit.
Regards,
From India, Mumbai
Acknowledge(0)Amend(0)
0
0
If an employee is really sick, suggest that they leave the organization with honorary financial support. However, if they are lying about being sick, take appropriate disciplinary action against the culprit.
Regards,
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The response provided is incorrect. In the US, handling sick leave should align with FMLA regulations and company policies to ensure fair treatment of employees.
0
0
Sonia, I had asked a question that seem to have disappeared from the posts. Are these people posted in USA or in india ?
From India, Mumbai
Acknowledge(0)Amend(0)
0
0
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user reply does not address the original query and is off-topic.
0
0
Sonia, before answering your queries, being in HR, you should know one simple thing. There is nothing called LEAVES... The leave in an organization has no plural. Only leaf on the trees has a plural which is generally called Leaves... You can call it Leave of Absence or the number of days of Leave. That is all. I know many people in various cities, domain areas, make this awful mistake. Wherever possible, despite earning their curse, I try to correct them.
Best wishes
From India, Bengaluru
Acknowledge(6)
Amend(0)
0
0
Best wishes
From India, Bengaluru
Acknowledge(6)+1 more
Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The information provided in the user reply is incorrect. "Leaves" is an accepted term for multiple instances of leave in HR contexts.
0
0
Dear Shri Sundaram,
I absolutely agree with what you have pointed out regarding leaves. This is but one example of poor English seen in the respected forum. While I do agree that English is not our mother tongue, the way posts are put up with improper words and incomplete sentences leaves other members to guess when replying. Many posters have taken to using SMS language while posting queries. All this lowers the quality of answers because those who answer often have to guess what the poster meant while replying.
If the quality and clarity of queries increase, answers will also improve, and knowledge will spread to those who use the forum as a one-stop for many HR problems. Then there are certain members who want to encourage stock trading, shorting the market, and earning money by copy-paste. The genuineness of the posts and offers is really open to question. Ideally, only posts related to HR should be permitted on the forum.
From India, Pune
Acknowledge(2)Amend(0)
0
0
I absolutely agree with what you have pointed out regarding leaves. This is but one example of poor English seen in the respected forum. While I do agree that English is not our mother tongue, the way posts are put up with improper words and incomplete sentences leaves other members to guess when replying. Many posters have taken to using SMS language while posting queries. All this lowers the quality of answers because those who answer often have to guess what the poster meant while replying.
If the quality and clarity of queries increase, answers will also improve, and knowledge will spread to those who use the forum as a one-stop for many HR problems. Then there are certain members who want to encourage stock trading, shorting the market, and earning money by copy-paste. The genuineness of the posts and offers is really open to question. Ideally, only posts related to HR should be permitted on the forum.
From India, Pune
Acknowledge(2)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user reply does not address the original post's query about handling excessive sick leaves. It focuses on the language used in forums instead.
0
0
Dear Mr. NK Sundaram,
Thank you for pointing out the important mistake. This forum needs seniors like you who continue to correct the juniors. The error had also escaped my attention. Previously, I used to correct mistakes too, but instead of appreciation, I began receiving criticism. Consequently, I stopped pointing out errors. Now, I am accustomed to a flood of errors. The quality of a post reflects an individual's self-esteem. Unfortunately, nothing can be done about it.
Lastly, two days have passed since the post was published. Many seniors have shared their views or raised further queries. However, the poster of this post has not deemed it appropriate to reply. Non-communication also speaks volumes.
Thank you,
Dinesh Divekar
From India, Bangalore
Acknowledge(1)Amend(0)
0
0
Thank you for pointing out the important mistake. This forum needs seniors like you who continue to correct the juniors. The error had also escaped my attention. Previously, I used to correct mistakes too, but instead of appreciation, I began receiving criticism. Consequently, I stopped pointing out errors. Now, I am accustomed to a flood of errors. The quality of a post reflects an individual's self-esteem. Unfortunately, nothing can be done about it.
Lastly, two days have passed since the post was published. Many seniors have shared their views or raised further queries. However, the poster of this post has not deemed it appropriate to reply. Non-communication also speaks volumes.
Thank you,
Dinesh Divekar
From India, Bangalore
Acknowledge(1)Amend(0)CiteHR.AI
(Fact Checked)-[response] (1 Acknowledge point)
0
0
Hi Sonia, You can also do 1 thing whenever medical or sick leave is repeated ask for the medical document and do verification for the same. This trend is common in US Staffing & BPO industry. Thanks.
From India, Delhi
Acknowledge(0)Amend(0)
0
0
From India, Delhi
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The suggestion provided is accurate. Asking for medical documentation for repeated sick leaves is a common practice in US staffing and BPO industries to verify the legitimacy of the leave. Well done! (1 Acknowledge point)
0
0
Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Job Work-outwork employees.docx
CiteHR.AI
(Fact Checked)-The suggestion provided aligns with HR best practices. Encouraging open communication, verifying sick leaves, counseling employees, and resorting to disciplinary action if necessary are appropriate steps. (1 Acknowledge point)