Employer Promises Due to Employee Absenteeism.
Many are well aware that employees have a life outside of the workplace. Sometimes it affects whether or not they are able to work. In many cases they will take a vacation, sick leave or grievance time period off from work. However, there are times when they do not come to work, just because they don’t feel like it. This puts the employer in a tough position as they have to make the final call to either threaten or promise what the final outcome will be. In certain cases an employee can be suspended from work or even terminated after a certain amount of times they are absent. The following paragraphs will deliver the results of it.
When an employee has missed too many times from work, it depends on the case. There are advantages and disadvantages of doing this both for the employee and the employer. For the employee they could be demoted, lose pay, lose benefits, have reduced hours at work or even terminated after a certain amount of time. For the employer the disadvantage is that they lost an employee that may be valuable. Another disadvantage for the employer is taking the time to find another employee to fill that position. The above mentioned is time and money consuming whether it is filled from within the company or from an external source. It is best to make promises because if threats are made, the employee may find a reason to sue and state possible hostile environment cases against the employer. Being firm does not require a threat.
The advantage is that they are now capable of finding someone else who may have better qualifications than the absentee employee as well as after promises are made those particular employees may not want to participate in being away from work again. According to one source “if an employee does not qualify as disabled under the ADA and exhausts their FMLA leave for the year, you may discipline them and even terminate them” (HG.org 2016, p. 2). As a result of alerting the employee of the decision they can choose to come to work and perform their duties or apply themselves to the termination and leave. The altimatum is on them.
Work Cited
HG.org Legal Resources. Habitually Absent, Tardy or Sick? How to Deal With Employees
Who Are Not Coming to Work. HG.org 2016. Accessed 5/2/2016 from
https://www.hg.org/article.asp?id=31093
