Recommended
More Related Content
What's hot
What's hot (14)
Similar to Developing A Proactive Attendance Program
Similar to Developing A Proactive Attendance Program (20)
Recently uploaded
Recently uploaded (20)
Developing A Proactive Attendance Program
- 1. Strategies for Developing a Pro-active Attendance Support Program Katrina Philopoulos Manager Employee Health, Wellness & Respectful Workplace February 2014
- 2. The Main Ingredients • Transparency • Accountability • Consistency • Collaboration • Employee Support • Enhance Quality Indicators
- 3. Transparency • Employee Survey Results • Relationship Building • Education sessions • Availability on Internet
- 4. Consistency • Define the program • Capture principles and intent of program • Individuals are unique • Variety of factors that affect each situation
- 5. Employee Engagement • Opportunity for consultation with OH • Assess employee’s accommodation needs • Identify barriers to workplace attendance • Assess for readiness for behavior change • Establishing health SMART goals • Navigation of health care resources.
- 6. Accountability • Training and Education • Regular Face to Face meetings • Accountability to the WHOLE Employee
- 7. Collaboration • EAP • Healthy Workplace • Community Health Teams • Workplace Conflict Resolution • Behavior Institute • Your Way to Wellness • EASE • Health Care Professionals • Union • HR and Labor
- 8. Scenario • Katrina is a full-time employee. In the past 18 months she has had five periods of approximately two week absences on paid sick leave. During this period, Katrina has also developed a pattern of being late for work and off sick on Mondays or after statutory holidays. • Colleagues have noticed that Katrina has become more isolated and has missed many of her deadlines over the past few months, resulting in coworkers having to pick up her workload. They are becoming annoyed by this behavior. • Katrina’s supervisor has recently met with her to discuss her performance and absenteeism issues
- 9. Vignette #1 The supervisor indicated that she was not pleased and would not tolerate this type of behavior…
- 10. The end result… A couple of days following this meeting, A couple of days following this meeting, Katrina brought aadoctor’s note Katrina brought doctor’s note indicating that she will be away from indicating that she will be away from work for 12 weeks due to stress. work for 12 weeks due to stress.
- 11. Vignette #2 • • The supervisor takes a more dialogue approach – one of curiosity and non judgment Improving employee support: initiating dialogue for employees who may have accommodation needs
- 12. The end result… Temporary modified work Temporary modified work arrangement arrangement Katrina stays at work Katrina stays at work