pianojono
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Pay high wages but with a proviso in the contract that there is NO sick pay other than statutory s/pay. That way, they can take it or leave it. |
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SJ
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There must be some reason why there not there, is it a happy place to work? are you strict enough? Try and reward employees for there comitment, set up an attendence structure that if they fall in they recieve a small bonus and if they dont they have a meeting with there manager. GL |
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caroline1409f1
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You could have return to work after sickness interviews. Any time anyone is off sick they have to meet with their supervisor upon returning to work. Usually this will weed out any skivers as they tend to be too embarrassed lying face to fact with their supervisor if they've not been sick. Anyone who has been off genuinely sick will happily explain themselves. |
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Katie
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Make work more appealing. |
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Steve B
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As soon as one 'bad apple' decides that Sick days are another type of Holiday you have problems.
Put in place a policy that anyone not attending work for whatever reason must inform their Supervisor as soon as possible - anyone absent without reason will be disciplined.
The Supervisor should start filling in a Sickness Form with the first date of absence, the date/time a reason was given and the date the employee returned plus the results of a 'Return to Work' interview. To make sure this happens, inform the Employees that they will only get paid if the forms are returned to HR.
Monitor Sickness claims - anyone with lots of one day / two day sickness needs investigation to find out what is wrong with them - you can start with an interview and then arrange them to visit the 'Company Doctor' for a health check-up.
Anyone taking a 'sick day' without a (believable) reason should be given a Verbal and then Written Warnings. |
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Carlo â™ â™ â™
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Try to make them feel happy to be there, like giving them more freedom (like dressing code or working shifts)
if it doeson't work.... the sack them all!!!! |
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Mike
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I think the answer is to have a strict policy employees must adhere to if they can not come in due to illness. For example requiring that those employees must phone in in the morning and must obtain a doctors note.
As for other absenses (excluding arranged/limited holiday leave) then you could just fire the people. |
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Yvonne B
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There is only one way and that is to have set procedures in place for all staff when absence occurs. All staff should know what the company policy is on sickness and what the company triggers for disciplinary action are.
Once all staff know the procedures if they are sick etc. a back to work review with their manager should take place documenting the absence and after the second episode objectives should be set to reduce the amount of time that person is having off work.
The idea is to show that you care about the person and you are very much aware that they have been off work and that they have been missed.
This usually has the effect that the individual will try harder to get into work because they don't want to let their manager down, their team or their fellow colleagues.
However if absence persists you are in a position to take the employee to disciplinary action based on the fact that they have not achieved the objects set during the back to work reviews. |
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MANCHESTER UK
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Well. In this day and age when children in some areas are rewarded for attending school, what chance have employers got? Happily, when I employed people only one was fired and the rest saw the light. |
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crawdash
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sack everyone and get the robots in lol |
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jes1brian
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just be nice to the people, |
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