Absenteeism

Names: 1. Mohamed Mohsen 2. Mustafa Khalid 3. Omar Mohamed Sabry

Assigned and presented to Dr.\ Shaimaa

Table of contents
Absenteeism:

Introduction. Research information about absenteeism. Recommendations on the video.

Absenteeism

Introduction
Definition: Absenteeism is a habitual pattern of absence from a duty or obligation. Traditionally, absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer; it can be seen as a managerial problem, and framed in economic terms. More recent scholarships seek to understand absenteeism as an indicator of psychological, medical, or social adjustment to work.

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Research information about absenteeism.

Types of Absenteeism: Authorized Absenteeism: If an employee absent himself from work by taking permission form his superior and applying for leave

Unauthorized Absenteeism: If an employee absent himself from work without informing or taking permission and without applying for leave.

Absenteeism

Research information about absenteeism.

Willful Absenteeism: If an employee absents himself from duty willfully Absenteeism caused by circumstances beyond Ones Control: If an employee absent himself from duty owing to the circumstances beyond his control like accidents or sickness.

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Research information about absenteeism. The causes of absenteeism may include:

serious accidents and illness low morale poor working conditions boredom on the job lack of job satisfaction inadequate leadership and poor supervision Personal problems (financial, marital, substance abuse, child care etc.) poor physical fitness

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Research information about absenteeism.

The causes of absenteeism may include: Transportation problems. The existence of income protection plans collective agreement. Benefits which continue income during periods of illness or accident. Workload stress. Employee discontent with the work environment.

Absenteeism

Research information about absenteeism.

Costs of absenteeism:
1- Administrative costs Payroll costs for temporary staff. Overtime may have to be scheduled to fill positions left by absent staff. Reduced productivity - managers may have to shut down departments or reduce Administrative costs associated with hiring staff.

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Research information about absenteeism.

2- Financial costs
Indirect costs are represented by:
The employee's absence affects coworkers and slows down a project's completion. The absent employee's work is "covered" by coworkers, a temporary worker, "floaters," or the employee's supervisor. An example supply of replacement workers slows but does not stop the "bleeding."

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Recommendations
4 steps to get absenteeism under control : 1. Set a clear policy: Distribute a policy indicating when and under what conditions an employee will be paid (or not paid) for absences. Set a maximum. The policy should indicate types and stages of discipline that will apply to employees who violate the policy. Variations include no-fault policies, which count all absences toward an established maximum, or those that differentiate between excused and unexcused absences.

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2. Always document absences Documentation is a cardinal rule in any activity for which an employee may be disciplined. Keep attendance/absence records for all employees. Does dealing with employee leave requests make you want to take leave?

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3. be consistent Supervisors should clearly understand their responsibilities for recording absences, counseling chronically absent employees and handing out discipline. Yet, you must build enough flexibility into your absenteeism policy to allow for special circumstancesinclement weather and so forth. Professional arbitrators often back employees if an attendance policy is so rigid it cant accommodate unpreventable problems. Advice: Make it clear to employees that a sick leave or absenteeism policy is not a benefit to be equated with vacation time or personal leave.

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4. Use progressive discipline: When youre faced with an employee who is chronically absent, progressive discipline works best: Oral reprimand. The boss discusses the problem with the employee, stating that attendance must improve. If it doessay, for three monthsthen wipe the slate clean and expunge the documentation. Written warning. If the problem persists, the supervisor should prepare a memo spelling out the problem, the potential consequences and the time frame. Have the worker sign an acknowledgment of receipt. Put this in the employees personnel file and give him or a copy.
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Final written warning. If attendance does not improve based on the predetermined rules, deliver a final written warning, perhaps accompanied by probationary status for the employee. Termination review. If the problem persists, HR and the supervisor should sit down to evaluate the full range of discharge-related considerations. Follow through on termination if the facts warrant it.

The end.

Thanks for your time.