Fighting Absenteeism in the OfficeJudah Hirsch
Employees are trusty sailors in the corporate ship. As captain, the HR needs a good crew of competent and reliable employees to navigate the waters of business and sail towards the islands of success. But what if an employee goes absent without official leave (AWOL)? Worse, what if such absences are habitual, in complete disregard of company rules and protocol? Here are some helpful guidelines for the HR in dealing with absent employees. Check the employee’s Daily Time Record & Supporting documents The first step is to check the employee’s Daily Time Record and look for any patterns of absences. adidas hamburg For example, a few absences spread over the course of six months is quite reasonable; but if it appears that the employee’s absenteeism is getting increasingly worse over time, it should raise red flags and be a cause for concern. Second, check his file for other supporting documents to determine if the absences were validly excusable. This could be in the form of Medical Certificates submitted by the employee. Other companies require the employee to submit an application for leave. It’s always a good idea to give the employee the benefit of the doubt at first. adidas chaussures The reason for this is that Philippine labor laws are interpreted for the benefit of the employee. Thus, the HR needs to make a convincingly strong case against the employee before further actions are taken. Initiate contact and Impose Disciplinary Measures The HR should also reach out to the employee to see if he has any problems. Kånken Rucksac online At the first instance of an unexplained absence, the HR should call the employee’s contact numbers, as this is the fastest means of communication. Also, consider the circumstances surrounding the employee’s inability to go to work. Maybe he is sick or got into an accident? Or maybe he is being bullied at the office? The HR should make it a point to listen to the issues of the employee which are related to his work, and resolve such issues which are under its direct control. When the employee goes back to work, the HR should talk face to face with the employee and make it clear that unexplained absences will cause damage to the company. Fjällräven Rucksäcke Disciplinary measures should therefore be imposed upon the employee, which usually take the form of salary deductions. (Consult your company handbook and rules for the specific procedure.) But what if despite the steps above, the absenteeism still persists? Take Action pursuant to Law Under Labor law, it must first be established that based on the totality of infractions, the employee is deemed to have abandoned his work. Fjallraven Kanken Big Termination based on Habitual Neglect and Abandonment have the following definitions under the law: “Neglect of duty, to be a ground for dismissal under Article 282 of the Labor Code, must be both gross and habitual. Habitual neglect imparts repeated failure to perform one’s duties for a period of time, depending on the circumstances.” “Abandonment, as a just and valid ground for termination, means the deliberate, unjustified refusal of an employee to resume his employment. nike pour homme pas cher The burden of proof is on the employer to show a clear and deliberate intent on the part of the employee to discontinue employment. For abandonment to be a valid ground for dismissal, two (2) elements must be proved: the intention of an employee to abandon, coupled with an overt act from which it may be inferred that the employee has no more intent to resume his work.” Proper Procedure for Termination After exhausting all the disciplinary measures under the company handbook, termination is considered as the last resort. Mochilas Fjallraven Check out the proper procedure for termination in our previous blog entry here. Kanken Classic Conclusion In fine, the HR should follow the proper guidelines before penalties are served to the absent employee. It should be a position of empathy and recognition towards the employee as the basic unit of the company. kanken rucksack To quote Anne Mulcahy, “Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled.