|
To find out how we can make such an impact on your recruitment needs
Contact us on:
Northampton
01604 239555
Kettering
01536 416615
|
|
 |
|
|
|
| Industry News |
 |
Needing some quick fixes?
July 2008
You want to revamp your company sickness policy in order to make it more effective. What are the best quick fixes that you can use in order to see a downturn in sickness absence level?
Getting the revamp right
On taking a look at the figures you ended up with a higher than normal sickness absence rate last year. For this reason, you want to amend your sickness absence policy in order to strengthen it and make it harder for staff to take any “sickies”. To help you, what are the four most effective, but fastest fixes that you can introduce in order to secure a rapid reduction in costly sickness absence?
1. Designated call-in times
Whilst most businesses require a sick employee to contact work by a certain time, e.g. 9.30am or shortly after the beginning of a shift, this may only be for the first day of absence. This makes it easier for staff to feel that they don’t need to hurry back as they don’t have to justify their absence each day. If this sounds familiar, combat it by insisting that staff personally phone in on each day of absence unless there has been an emergency etc.
Tip. Insist that staff must speak to their manager on each day sick (or another designated manager in their absence)
2. Absence monitoring
Whilst you may not be able to do much about absences which have already occurred, you can use them as a means of influencing future levels and patterns. This is done by taking the previous year’s absence figures (six months if time is an issue) and looking for particular patterns, either for individuals or for different segments of your workforce.
Apart from looking for recurring absences attributed to vague symptoms, such as “stomach problems”, look for patterns of one-day absences which occur on certain days. These are usually just before or after holidays or major sporting events.
Tip. Review single day absences that occur on Mondays and Fridays and on days around bank and public holidays. Also advise staff that you’re going to start sickness absence monitoring – the threat alone may have an impact on figures.
3. DIY self-certification forms
When an employee has been absent for seven days or less, you probably issue self-certification forms. This is fine but they only ask for limited information, e.g. one that asks for more specific information on the reasons for the absence.
Tip. Tighten the form up further by adding the following: “Staff should note that providing false information as to the reason for their sickness absence is a disciplinary offence and may lead to the withholding of company sick pay. Also, no form will be accepted unless first signed by the employee’s manager”.
4. Back to work interviews
We know that we’ve advised you on these previously, but research shows they really work.
Tip. Amend your sickness absence policy to state that managers will have a return to work chat about any sickness absence.
Source: Indicator – Tips & Advice for Personnel Issue 12 - June 12 2008
« back
|
|
|
