Timeline for How can I get employees to respect the leave policy?
Current License: CC BY-SA 4.0
9 events
| when toggle format | what | by | license | comment | |
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| Oct 22, 2020 at 9:52 | comment | added | Aaron | @Bebs, you may want to look at the link I provided to the Fair Work Ombudsman website. When an employee's health is impacting on their ability to do their job, both employee and employer are obligated to work together to identify a mutually beneficial solution. This can only be done by having that conversation as to whether it's short-term, long-term, etc. As an employee, you can give all the details if you like or state that it's a temporary issue and this is what you need while it's an issue. I'm generally a big softy, but even I have my limits as to what I'll accept. | |
| Oct 22, 2020 at 9:48 | comment | added | Bebs | @nvoigt agree. Usually young, healthy people, who think nothing bad will ever happen to them think like this. | |
| Oct 22, 2020 at 9:44 | comment | added | nvoigt♦ | You guys have a weird way of looking at sick days... I'm not 20 anymore, a bad cold can knock me out for a week or two. 10 sick days is nothing. What happens if someone breaks a leg? They'd use up 2-4 years worth of sick days in your mindset. Would you fire someone for breaking a leg? Is it automatically their fault if they get into an accident? The average sick day count where I live was 18.5 days a year in 2018. | |
| Oct 22, 2020 at 9:43 | comment | added | Bebs | About your comment, this kind of conversation you are suggesting is a very dangerous slippery slope... it could be interpreted as illegal personal/health questions, moral harassment, discrimination based on health. | |
| Oct 22, 2020 at 9:35 | comment | added | Bebs | You are insisting in keeping records, but all these records - that you are trying to make everything possible to prevent employees from taking sick leaves when they're sick - will be used against you if one day something bad happen. | |
| Oct 22, 2020 at 9:34 | comment | added | Aaron | @Bebs depends on the policy you decide upon, but I would start with a conversation about whether there are ongoing issues requiring the person to have that many sick days at around the 5 days extra mark. Whether it would make things easier if their shifts were changed or they moved to part time. I would also, depending on no extenuating circumstances, provide them with a warning. Obviously frequency of the sick days is going to impact on your response also. 20 days in 2 months in the first year is a lot different than the same for the first time in 2 or 3 years. | |
| Oct 22, 2020 at 9:28 | comment | added | Bebs | "You may need to consider ceasing the employees' employment." Maybe but what guaranties that it won't happen again with the next employee, also having to retrain all these newcomers will have costs. And ceasing people for being sick during a pandemic seems a little brutal... you better encourage people not coming if they feel sick. Especially when working with children. | |
| Oct 22, 2020 at 9:24 | comment | added | Bebs | About 4. What happens if a person gets sick a 11th day? | |
| Oct 22, 2020 at 8:59 | history | answered | Aaron | CC BY-SA 4.0 |