What is the most recent estimated cost of absenteeism in the workplace?Similar to that, what can I do to address tardiness? I haven’t gotten resultsthrough coaching, dialogue, or a flexible schedule. Thanks.
--Antonio, weekend supervisor, Wisconsin
A Dear Antonio:
First, Absenteeism: According to CCH, unscheduled absenteeism can costup to an average of $602 per employee per year, not including indirect costssuch as overtime pay for other employees, hiring temps, missed deadlines, lostsales, sinking morale and lower productivity.
Indirect costs can add up to 25% to the direct costs (Employee BenefitNews, Dec. '99, and HR News, 11-99).
In a survey of 11 U.S. based telecommunications companies, 72 cents of everydollar ofcosts related to employee absence stemmed from lost productivity,rather than such hard costs as health care and disability benefits (BusinessInsurance, July 10, 2000).
On to addressing the tardiness problem: If the employer has an EAPbenefit, the logical next step would be to mandate counseling. At this point,the company should have determined to its satisfaction that the problem is notrelated to an ADA issues, or that of another federal act.
If EAP counseling fails, the next step in most companies would be documenteddisciplinary action as prescribed by the company's HR procedures/policiesmanual.
Sometimes, this is just the shock necessary to cause the employee to refocuson what the company's standards are, and to face the possibility of having tochoose, eventually, between meeting performance standards and making a change ina job or career.
SOURCE: Work/Life Benefits, Cypress, CA. Jeannine Scott, HR generalist atWork/Life Benefits, wrote the answer about tardiness.
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