All too frequently I hear employers complain that absenteeism at work is rife and that so-and-so is not at their desk again.
My first question to them is – if that is the case – do they actually have a handle on the extent of absenteeism?
Absenteeism in general and unscheduled absenteeism in particular has an adverse effect on morale, productivity and profits in any business, but even more so in small and medium enterprises where the staff complement is limited. It is therefore not surprising that absenteeism is one of the most persistent and challenging problems confronting management on a daily basis.
Scenario:
James commenced employment on the 1st March 2017 and was placed on a three (3) month contract.
In April, James did not report to work for 3 days – he was absent on a Wednesday, Thursday and Friday. On Monday, when he returned to work, he did not report directly to management and explain the reason why he was absent.
On the same Monday afternoon, James left work before his shift ended.
On Tuesday, he returned to work.
Should an employee fail to report for duty and there has been no communication from the employee as to the reason for his/her absence, the Reporting Manager should start taking the necessary action.