Absenteeism Legal Definition

Let`s start with a definition of workplace absenteeism or employee absenteeism. Absenteeism is the failure to report or stay at work as planned, for any reason (Cascio and Boudreau, 2015). This is usually unforeseen, for example when someone gets sick, but can also be planned, for example during a strike or deliberate absence. The key to this definition is that the person has been programmed to work. This means that absenteeism does not include holidays, personal holidays, holidays in the service of the jury or other reasons. Commonly used synonyms for absenteeism are absence, illness, jumping or vacation. For example, if a company has 2,500 employees and 150 absences per month, the incident rate is 6%. When calculating the cost of absenteeism in your business, you need to consider both direct and indirect costs. An international survey by SHRM shows that productivity losses in the U.S.

range from 22.6 percent for planned absences to 36.6 percent for unplanned absences. The loss of productivity for the supervisor was 15.7% and included tasks such as managing absenteeism, adjusting workflows, and taking on certain tasks. Employers can prevent absenteeism by taking several proactive steps – such as rewarding good attendance, emotional support for employees, setting clear attendance expectations, and formalizing the organization`s attendance policy in written documents – that all new employees must review and sign. Chronic absenteeism refers to the time when an employee regularly takes time off work without the employer`s permission. Chronic absenteeism can start with employees taking regular sick leave, often late for work, leaving work prematurely, or taking long breaks. Chronic absenteeism is considered a breach of an employee`s contract and can result in suspension or termination of employment. Therefore, it is important for managers to understand the effects and causes of absenteeism. This will help identify problem areas or support their employees. Your company will, of course, experience unforeseen and planned absenteeism.

However, if you notice a pattern, resolve the problem before it becomes a regular event. Avoid letting too much time or other unplanned absences pass before contacting the employee with records. While disability leave, jury duty, and observance of religious holidays are all legally protected reasons for an employee to take time off work, some workers abuse these laws and impose unfair costs on their employers in the process. Their indirect costs are related to the greater impact of absenteeism. For example, the cost of work delay, lost productivity and low team morale. Absenteeism rates are higher in the European Union. This is based on the latest available data from the World Health Organization (WHO). WHO reports on the number of days of absence. We calculated it at a rate and assume 251 working days per year, which corresponds to the European average. Your employee attendance policy should describe in detail how to handle different scenarios such as delays, chronic absenteeism, planned absences, unplanned absences, and delays. A attendance policy should primarily include an overview of the policy, the calculation of attendance violations, an overview of disciplinary measures, and a detailed list of excused absences. Personality traits associated with more absenteeism include extraversion, lack of consciousness, increased substance use, depression, and age; Young people are more likely to be absent from work.

Several factors play a role in workplace absenteeism. Think, for example, of the culture of absenteeism, whether or not people receive compensation for sick leave, drug addiction, diabetes and old age. Let`s start with an absenteeism benchmark before examining the different causes of absence. Identifying these causes provides more information about differences in absenteeism rates between countries – but they are always interesting to illustrate. Apply your presence policy consistently. While this may depend on when you implement your attendance policy, it`s important to consistently enforce your attendance policy, even whenever an employee violates the policy. In this way, employees receive the message that this type of absenteeism is not tolerated and violates company policy. Alcohol and drug abuse is another factor in absenteeism. The 2008/2012 National Survey of Drug Use and Health showed that workers who reported using prescription drugs were about 7% more likely to report absenteeism last month (a 200-300% increase over average absenteeism rates) and were absent for 0.25 more days. Absenteeism at work is most often measured by an absenteeism rate.