SlideShare a Scribd company logo
Reducing absenteeism
by Toronto Training and HR
May 2011
Contents
3-4 Introduction to Toronto Training and
HR
5-6 Definitions
7-9 Reasons for absence
10-14 Types of absence
15-19 Costs of excessive absence
20-23 Total attendance management
24-25 Factors that influence absenteeism
rates in Canada
26-27 Reducing unscheduled absence
28-32 Steps that allow an employer to act
legally
33-34 The Naccarato decision
35-36 The Coast Mountain Bus Company
case
37-38 Musculoskeletal disorders
39-43 Return to work interviews
44-45 Attendance bonuses
46-47 Problems with absence records
48-52 Tackling absence
53-54 Case study
55-56 Conclusion and questions
Page 3
Introduction
Page 4
Introduction to Toronto Training
and HR
• Toronto Training and HR is a specialist training and human
resources consultancy headed by Timothy Holden
• 10 years in banking
• 10 years in training and human resources
• Freelance practitioner since 2006
• The core services provided by Toronto Training and HR are:
- Training course design
- Training course delivery
- Reducing costs
- Saving time
- Improving employee engagement & morale
- Services for job seekers
Page 5
Definitions
Page 6
Definitions
Incidental unplanned absences
Extended absences
Planned absences
Page 7
Reasons for absence
Page 8
Reasons for absence 1 of 2
Medical
Social
Physiological
Page 9
Reasons for absence 2 of 2
EXPLANATIONS FOR THE RISE IN CANADA
An aging demographic
Rising levels of work-related stress
Ever-increasing proportion of women in the
workforce with multiple responsibilities
Increasing prevalence of liberal leave policies
Page 10
Types of absence
Types of absence; poor
timekeeping
• Clear standards
• Early intervention
• Clarify unacceptable limits
Solutions
• Record all instances and conversations
• Honest 1:1 communication
• Team agenda if widespread
Actions
• Explore root cause; consider contributory factors
• Be attentive to unique needs
• Consider work-life balance measures
Support
individual
• Nip lateness in the bud
• Consider disciplinary action if unsatisfactory
reason and it persists
Support team
Page 11
Types of absence; short-term
frequent absence
• Encourage notification asap and by a set time
• Prompt return to work discussion
• Explore the root cause
Solutions
• Record all instances for all employees
• Keep in regular contact
• Get clear indication of nature of illness and likely
return date
Actions
• Offer support where you can
• Explore possibility of underlying medical condition
• Be alert to other contributory factors
Support individual
• Nip emerging patterns in the bud
• Consider disciplinary action if unsatisfactory reason
and it persists
Support team
Page 12
Types of absence; short-term
frequent absence (underlying cause)
• Encourage notification asap and by a set time
• Prompt return to work discussion
• Explore root cause
Solutions
• Record all instances for all employees
• Keep in regular contact; and liaise with HR
• Get clear indication of nature of illness and likely return date
Actions
• Offer support where you can
• Suggest medical advice from Occupational Health or doctor
• Be alert to all possible contributory factors
• Consider adjustments to role or work environment
Support individual
• Be attentive to emerging patterns
• Consult HR before level of absence reaches an unacceptable
level
Support team
Page 13
Types of absence; long-term
frequent absence
• Successful transition back into the workplace
• Retiral on grounds of ill health
• Dismissal
Solutions
•Keep in regular contact
•Liaise regularly with HR and seek medical advice
•Keep an accurate note of all conversations and correspondence
Actions
• Try to anticipate their needs
• Reassure entitlement to sick pay
• Explore how best to support transition back into workplace
Support individual
• Consider how best to manage additional workload
• If a return to work looks unlikely, or lengthy, it is strongly
advised that you consult HR before taking any formal action
Support team
Page 14
Page 15
Costs of excessive absence
Page 16
Costs of excessive absence 1 of 4
All absence has cost consequences for the
employer –administrative and other. Absenteeism
that is avoidable, habitual and unscheduled can be
particularly costly to an employer, and to the
economy as a whole.
Disruptive to proper work scheduling and output.
Page 17
Costs of excessive absence 2 of 4
Increased team workloads
Low morale among colleagues expected to take on
extra work
Reduced performance and productivity
Missed deadlines due to a lack of trained,
experienced employees
Diminished reputation with customers and
potential employees
Lost business
Page 18
Costs of excessive absence 3 of 4
Direct costs
Indirect costs
Total cost
Page 19
Costs of excessive absence 4 of 4
PRODUCTIVITY LOSS
Replacement approach
Cost of replacement workers
Efficiency of replacement workers
Page 20
Total attendance
management
Page 21
Total attendance management 1 of 3
What is it?
Objective setting
Integrated approach
Prevention
Casual absence
STD/LTD
Workers’ compensation
Page 22
Total attendance management 2 of 3
Establish clear policies, procedures, roles and
responsibilities
Engage people leaders to participate effectively in
attendance management
Page 15
attendance management 3 of 2
Page 24
Factors that influence
absenteeism rates in
Canada
Page 25
Factors that influence
absenteeism rates in Canada
Unionization
Permanent status
Size of the organization
Province
Pay for sickness absence
Type of job
Dependant children
Page 26
Reducing unscheduled
absence
Page 27
Reducing unscheduled absence
Consider work-life balance measures
Clearly explain roles, duties, projects and tasks
Simplify processes and administration
Encourage communication
Page 28
Steps that allow an
employer to act legally
Page 29
Steps that allow an employer to
act legally 1 of 4
An employer is entitled to the benefit of its bargain in the
employment relationship. At the same time, it is not
permissible to punish an employee for non-culpable
behaviour because that behaviour is out of the employee's
hands.
Attendance management programs may be used in
response to excessive, blameless absenteeism, but they
must be drafted with great care.
The law will permit termination for innocent absenteeism
when it reaches a given level of seriousness and there is no
reasonable prospect for improvement in the future.
Page 30
Steps that allow an employer to
act legally 2 of 4
LEGAL PARAMETERS FOR ATTENDANCE
MANAGEMENT
There should be no reprisal for taking statutory leave
Duty to accommodate under human rights legislation
must be met (disability, family status)
Comply with Return to Work obligations under
workers’ compensation legislation
Respect an employee’s right to privacy – medical
information, surveillance
Distinguish between culpable and non-culpable
Page 31
Steps that allow an employer to
act legally 3 of 4
ATTENDANCE MANAGEMENT PROGRAM
Trigger for entry or progression through
Attendance Management Program
Numerical criteria must not be arbitrary
Criteria must not be discriminatory
Consider the duty to accommodate at every stage
Requests for medical information
Page 32
Steps that allow an employer to
act legally 4 of 4
QUESTIONS TO ANSWER BEFORE YOU
TERMINATE FOR INNOCENT ABSENTEEISM
Is the employment relationship frustrated?
What is your potential liability if you terminate and
a court, human rights tribunal or arbitrator
disagrees with your assessment of frustration?
Page 33
The Naccarato decision
Page 34
The Naccarato decision
Background
Limits on the duty to accommodate
Naccarato decision
What Naccarato means for employers
Page 35
The Coast Mountain Bus
Company case
Page 36
The Coast Mountain Bus
Company case
Background
Attendance Management Program
Reasons of the Court of Appeal
Critical implications for employer strategies to
manage absenteeism
What’s the problem?
Impact of the duty to accommodate
How much absenteeism must be accommodated?
Points to consider
Page 37
Musculoskeletal disorders
Page 38
Musculoskeletal disorders
Principles of management
What are the symptoms?
Acute, recurrent or chronic
Page 39
Return to work interviews
Page 40
Return to work interviews 1 of 4
PURPOSE
Welcome employees back
Check they are well enough to work
Identify the cause of the absence
Discuss the details of an agreed return to work based on
advice given by the doctor
Establish if the sickness is work related and what health &
safety issues need to be addressed
Tease out any other problems at work or at home
Discuss how they can get back to a normal work routine as
quickly as possible, update them on developments
Page 41
Return to work interviews 2 of 4
PREPARING FOR A RETURN TO WORK DISCUSSION
The discussion is confidential so find a quiet place
Have everything to hand at the meeting; employee records,
notes of previous discussions, advice from their doctor
Be prepared to discuss the employee’s absence in detail
including any emerging patterns
Consider how a return to work will work in practice-what
kind of questions will you ask? What does the absence
policy say? What issues may crop up during the discussion?
How would a phased return work?
Explain when the interview will take place and its purpose
Page 42
Return to work interviews 3 of 4
THE CONVERSATION
Most discussions will be informal and brief
Explore how the employee feels about returning to work
Be positive about the employee’s value to the organization
Explore how a return to work will work in practice
Ask your employee what information they would like shared
with their work colleagues
Be reassuring throughout
Update the employee about changes since they have been
away such as the progress on the projects they were
working on and any changes to the team
Page 43
Return to work interviews 4 of 4
THE CONVERSATION
What are the options for the future? Discuss all the options
and focus on positive outcomes. Where appropriate the
employee may agree to be referred to your organization’s
medical officer information or to an occupational health
therapist?
In some instances disciplinary action may be needed if the
explanations for absence/poor timekeeping are deemed
unsatisfactory. Have an open mind and agree an action
plan but don’t make hasty decisions
Take notes of the meeting
Page 44
Attendance bonuses
Page 45
Attendance bonuses
Consider making an employee assistance program available
to the workforce
Identify drivers of absence that are not sickness related
and think how you could mitigate them-for example,
flexible working for people with young children
Remember that attendance bonuses could be viewed as
discriminatory
Reinvest money that would have been spent on bonuses in
a company-funded wellbeing scheme
Carry out return-to-work interviews, even for short-term
absences
Page 46
Problems with absence
records
Page 47
Problems with absence records
Inadequate absence information required
Inaccurate records
Record-keeping system hinders analysis of
absences
Record-keeping system prevents proper analysis of
absences
Page 48
Tackling absence
Page 49
Tackling absence 1 of 4
Dust down your policies
Hold calibration sessions
Provide a support structure
Clear reporting is crucial
Get people back to work
Policies aren’t everything
Page 50
Tackling absence 2 of 4
Encourage high attendance rather than talking about
high absence
Recognise high attendance with non-monetary
rewards
Hold managers at all levels accountable for absence
reduction
Deal with frequent short-term absence first
Use return-to-work interviews
Train managers to become assertive leaders so that
they own the problem
Page 51
Tackling absence 3 of 4
Measure rates and direct costs across the board,
both long-term and short-term.
A recent survey by the Conference Board of Canada
revealed that only 40% of employers track
absenteeism rates, and the direct cost of
absenteeism averaged 2.6% of payroll in these
organizations. Education and health and government
reported the highest absenteeism rates, whilst
Canada suffers from higher absence rates than
either the US and the UK.
Page 52
Tackling absence 4 of 4
The Conference Board report outlines steps that
organizations can take to better manage their programs.
These include:
Identifying the root causes of absenteeism
Taking proactive steps to improve the health and well-being
of employees
Having a return-to-work program in place
Focusing on communication and education
Getting involved early when employees are absent
Keeping in constant contact with employees on leave
Page 53
Case study
Page 54
Case study
Page 55
Conclusion & Questions
Page 56
Conclusion
Summary
Questions

More Related Content

What's hot

Industrial disputes
Industrial disputesIndustrial disputes
Industrial disputes
sultanpur
 
Competency mapping
Competency mappingCompetency mapping
Competency mapping
Suhail Muzafar
 
Human Resource Training and Development
Human Resource Training and DevelopmentHuman Resource Training and Development
Human Resource Training and Development
Joey Miñano
 
Trade credit
Trade creditTrade credit
Trade credit
Karthik Bharadwaj
 
Performance – linked compensation
Performance – linked compensationPerformance – linked compensation
Performance – linked compensation
Sumant Singh
 
Grievance handling
Grievance handlingGrievance handling
Grievance handling
Raghu Kunthe
 
Employee Separation and its types.pptx
Employee Separation and its types.pptxEmployee Separation and its types.pptx
Employee Separation and its types.pptx
PratikJadhav319414
 
Seperation
SeperationSeperation
Seperation
psychohrd
 
Financial management
Financial managementFinancial management
Financial management
Fahad Siddique
 
HR Audit.
HR Audit. HR Audit.
HR Audit.
Azad Khan
 
Profit maximisation vs wealth maximisation
Profit maximisation vs wealth maximisation Profit maximisation vs wealth maximisation
Profit maximisation vs wealth maximisation
ManpreetKaur1448
 
External environmental analysis
External environmental analysis External environmental analysis
External environmental analysis
Shri Shankaracharya College, Bhilai,Junwani
 
Grievance ppt
Grievance pptGrievance ppt
Grievance ppt
Nilanjan Bhaumik
 
Managing sickness absence
Managing sickness absenceManaging sickness absence
Managing sickness absence
walescva
 
The causes and costs of absenteeism -
The causes and costs of absenteeism - The causes and costs of absenteeism -
The causes and costs of absenteeism -
Charles Echavia
 
Pay For Performance ppt
Pay For Performance pptPay For Performance ppt
Pay For Performance ppt
Rahul Gulaganji
 
Industrial relations- Meaning,Objectives,Causes and Suggestions to Improve IR...
Industrial relations- Meaning,Objectives,Causes and Suggestions to Improve IR...Industrial relations- Meaning,Objectives,Causes and Suggestions to Improve IR...
Industrial relations- Meaning,Objectives,Causes and Suggestions to Improve IR...
Pooja Kadiyan
 
Working capital management
Working capital managementWorking capital management
Working capital management
ankita3590
 
human resource outsourcing
human resource outsourcinghuman resource outsourcing
human resource outsourcing
pritistripathi143
 
Concept of reward and total reward system
Concept of reward and total reward systemConcept of reward and total reward system
Concept of reward and total reward system
Al-Qurmoshi Institute of Business Management, Hyderabad
 

What's hot (20)

Industrial disputes
Industrial disputesIndustrial disputes
Industrial disputes
 
Competency mapping
Competency mappingCompetency mapping
Competency mapping
 
Human Resource Training and Development
Human Resource Training and DevelopmentHuman Resource Training and Development
Human Resource Training and Development
 
Trade credit
Trade creditTrade credit
Trade credit
 
Performance – linked compensation
Performance – linked compensationPerformance – linked compensation
Performance – linked compensation
 
Grievance handling
Grievance handlingGrievance handling
Grievance handling
 
Employee Separation and its types.pptx
Employee Separation and its types.pptxEmployee Separation and its types.pptx
Employee Separation and its types.pptx
 
Seperation
SeperationSeperation
Seperation
 
Financial management
Financial managementFinancial management
Financial management
 
HR Audit.
HR Audit. HR Audit.
HR Audit.
 
Profit maximisation vs wealth maximisation
Profit maximisation vs wealth maximisation Profit maximisation vs wealth maximisation
Profit maximisation vs wealth maximisation
 
External environmental analysis
External environmental analysis External environmental analysis
External environmental analysis
 
Grievance ppt
Grievance pptGrievance ppt
Grievance ppt
 
Managing sickness absence
Managing sickness absenceManaging sickness absence
Managing sickness absence
 
The causes and costs of absenteeism -
The causes and costs of absenteeism - The causes and costs of absenteeism -
The causes and costs of absenteeism -
 
Pay For Performance ppt
Pay For Performance pptPay For Performance ppt
Pay For Performance ppt
 
Industrial relations- Meaning,Objectives,Causes and Suggestions to Improve IR...
Industrial relations- Meaning,Objectives,Causes and Suggestions to Improve IR...Industrial relations- Meaning,Objectives,Causes and Suggestions to Improve IR...
Industrial relations- Meaning,Objectives,Causes and Suggestions to Improve IR...
 
Working capital management
Working capital managementWorking capital management
Working capital management
 
human resource outsourcing
human resource outsourcinghuman resource outsourcing
human resource outsourcing
 
Concept of reward and total reward system
Concept of reward and total reward systemConcept of reward and total reward system
Concept of reward and total reward system
 

Viewers also liked

Absenteeism of employee
Absenteeism of employeeAbsenteeism of employee
Absenteeism of employee
UPTU
 
Absenteeism
AbsenteeismAbsenteeism
Absenteeism
Ujjwal 'Shanu'
 
A study on employees absenteeism conducted at go go international pvt ltd
A study on employees absenteeism conducted at go go international pvt ltdA study on employees absenteeism conducted at go go international pvt ltd
A study on employees absenteeism conducted at go go international pvt ltd
Projects Kart
 
Absenteeism
AbsenteeismAbsenteeism
Absenteeism
Supa Buoy
 
A STUDY ON THE FACTOR OF STUDENT ABSENTEEISM AT FACULTY OF BUSINESS, UNISEL S...
A STUDY ON THE FACTOR OF STUDENT ABSENTEEISM AT FACULTY OF BUSINESS, UNISEL S...A STUDY ON THE FACTOR OF STUDENT ABSENTEEISM AT FACULTY OF BUSINESS, UNISEL S...
A STUDY ON THE FACTOR OF STUDENT ABSENTEEISM AT FACULTY OF BUSINESS, UNISEL S...
Nisha Ambalan
 
Managing absenteeism among hourly employees
Managing absenteeism among hourly employeesManaging absenteeism among hourly employees
Managing absenteeism among hourly employees
Ryan McAllister
 
Absenteeism and Training (Human Resource Management)
Absenteeism and Training (Human Resource Management)Absenteeism and Training (Human Resource Management)
Absenteeism and Training (Human Resource Management)
Maha H
 
The Role of HR in managing employee absence - a Vizual white paper
The Role of HR in managing employee absence - a Vizual white paperThe Role of HR in managing employee absence - a Vizual white paper
The Role of HR in managing employee absence - a Vizual white paper
TimeandAttendance
 
Absentism
AbsentismAbsentism
Absentism
girish s
 
Absenteeism
AbsenteeismAbsenteeism
Absenteeism
King Abidi
 
Absenteeism of employees my ppt
Absenteeism of employees my pptAbsenteeism of employees my ppt
Absenteeism of employees my ppt
Somesh Gurbani
 
Solutions for Improving Mental Health in the Workplace
Solutions for Improving Mental Health in the WorkplaceSolutions for Improving Mental Health in the Workplace
Solutions for Improving Mental Health in the Workplace
CCOHS
 
Absenteeism, Turn Over and Retention
Absenteeism, Turn Over and RetentionAbsenteeism, Turn Over and Retention
Absenteeism, Turn Over and Retention
Carrine Aulia
 
CAUSES AND EFFECTS OF ABSENTEEISM
CAUSES AND EFFECTS OF ABSENTEEISMCAUSES AND EFFECTS OF ABSENTEEISM
CAUSES AND EFFECTS OF ABSENTEEISM
erick fanggolo
 
A study on procedures for handling absenteeism conducted at kalyani global en...
A study on procedures for handling absenteeism conducted at kalyani global en...A study on procedures for handling absenteeism conducted at kalyani global en...
A study on procedures for handling absenteeism conducted at kalyani global en...
Projects Kart
 
Absenteeism
AbsenteeismAbsenteeism
Absenteeism
Carrine Aulia
 
Absenteeism and job satisfaction at metcut tooling ltd project report mba hr
Absenteeism and job satisfaction at metcut tooling ltd project report mba hrAbsenteeism and job satisfaction at metcut tooling ltd project report mba hr
Absenteeism and job satisfaction at metcut tooling ltd project report mba hr
Babasab Patil
 
Relationship Between Job Satisfaction and Absenteeism of the Employees in the...
Relationship Between Job Satisfaction and Absenteeism of the Employees in the...Relationship Between Job Satisfaction and Absenteeism of the Employees in the...
Relationship Between Job Satisfaction and Absenteeism of the Employees in the...
Zahedul Islam
 
PPT ON ABSENTEEISM IN TEXTILE INDUSTRY
PPT ON ABSENTEEISM IN TEXTILE INDUSTRYPPT ON ABSENTEEISM IN TEXTILE INDUSTRY
PPT ON ABSENTEEISM IN TEXTILE INDUSTRY
94172
 
Absenteeism and truancy on academic performance of secondary school students ...
Absenteeism and truancy on academic performance of secondary school students ...Absenteeism and truancy on academic performance of secondary school students ...
Absenteeism and truancy on academic performance of secondary school students ...
Alexander Decker
 

Viewers also liked (20)

Absenteeism of employee
Absenteeism of employeeAbsenteeism of employee
Absenteeism of employee
 
Absenteeism
AbsenteeismAbsenteeism
Absenteeism
 
A study on employees absenteeism conducted at go go international pvt ltd
A study on employees absenteeism conducted at go go international pvt ltdA study on employees absenteeism conducted at go go international pvt ltd
A study on employees absenteeism conducted at go go international pvt ltd
 
Absenteeism
AbsenteeismAbsenteeism
Absenteeism
 
A STUDY ON THE FACTOR OF STUDENT ABSENTEEISM AT FACULTY OF BUSINESS, UNISEL S...
A STUDY ON THE FACTOR OF STUDENT ABSENTEEISM AT FACULTY OF BUSINESS, UNISEL S...A STUDY ON THE FACTOR OF STUDENT ABSENTEEISM AT FACULTY OF BUSINESS, UNISEL S...
A STUDY ON THE FACTOR OF STUDENT ABSENTEEISM AT FACULTY OF BUSINESS, UNISEL S...
 
Managing absenteeism among hourly employees
Managing absenteeism among hourly employeesManaging absenteeism among hourly employees
Managing absenteeism among hourly employees
 
Absenteeism and Training (Human Resource Management)
Absenteeism and Training (Human Resource Management)Absenteeism and Training (Human Resource Management)
Absenteeism and Training (Human Resource Management)
 
The Role of HR in managing employee absence - a Vizual white paper
The Role of HR in managing employee absence - a Vizual white paperThe Role of HR in managing employee absence - a Vizual white paper
The Role of HR in managing employee absence - a Vizual white paper
 
Absentism
AbsentismAbsentism
Absentism
 
Absenteeism
AbsenteeismAbsenteeism
Absenteeism
 
Absenteeism of employees my ppt
Absenteeism of employees my pptAbsenteeism of employees my ppt
Absenteeism of employees my ppt
 
Solutions for Improving Mental Health in the Workplace
Solutions for Improving Mental Health in the WorkplaceSolutions for Improving Mental Health in the Workplace
Solutions for Improving Mental Health in the Workplace
 
Absenteeism, Turn Over and Retention
Absenteeism, Turn Over and RetentionAbsenteeism, Turn Over and Retention
Absenteeism, Turn Over and Retention
 
CAUSES AND EFFECTS OF ABSENTEEISM
CAUSES AND EFFECTS OF ABSENTEEISMCAUSES AND EFFECTS OF ABSENTEEISM
CAUSES AND EFFECTS OF ABSENTEEISM
 
A study on procedures for handling absenteeism conducted at kalyani global en...
A study on procedures for handling absenteeism conducted at kalyani global en...A study on procedures for handling absenteeism conducted at kalyani global en...
A study on procedures for handling absenteeism conducted at kalyani global en...
 
Absenteeism
AbsenteeismAbsenteeism
Absenteeism
 
Absenteeism and job satisfaction at metcut tooling ltd project report mba hr
Absenteeism and job satisfaction at metcut tooling ltd project report mba hrAbsenteeism and job satisfaction at metcut tooling ltd project report mba hr
Absenteeism and job satisfaction at metcut tooling ltd project report mba hr
 
Relationship Between Job Satisfaction and Absenteeism of the Employees in the...
Relationship Between Job Satisfaction and Absenteeism of the Employees in the...Relationship Between Job Satisfaction and Absenteeism of the Employees in the...
Relationship Between Job Satisfaction and Absenteeism of the Employees in the...
 
PPT ON ABSENTEEISM IN TEXTILE INDUSTRY
PPT ON ABSENTEEISM IN TEXTILE INDUSTRYPPT ON ABSENTEEISM IN TEXTILE INDUSTRY
PPT ON ABSENTEEISM IN TEXTILE INDUSTRY
 
Absenteeism and truancy on academic performance of secondary school students ...
Absenteeism and truancy on academic performance of secondary school students ...Absenteeism and truancy on academic performance of secondary school students ...
Absenteeism and truancy on academic performance of secondary school students ...
 

Similar to Reducing absenteeism May 2011

Health & wellbeing February 2010
Health & wellbeing February 2010Health & wellbeing February 2010
Health & wellbeing February 2010
Timothy Holden
 
Layoffs, downsizing and restructuring January 2011
Layoffs, downsizing and restructuring January 2011Layoffs, downsizing and restructuring January 2011
Layoffs, downsizing and restructuring January 2011
Timothy Holden
 
The People Puzzle
The People PuzzleThe People Puzzle
The People Puzzle
Baker Tilly Staples Rodway
 
Reducing absence rates February 2012
Reducing absence rates February 2012Reducing absence rates February 2012
Reducing absence rates February 2012
Timothy Holden
 
Absence September 2010
Absence September 2010Absence September 2010
Absence September 2010
Timothy Holden
 
Survivor syndrome & survivor guilt; looking after the people left behind Marc...
Survivor syndrome & survivor guilt; looking after the people left behind Marc...Survivor syndrome & survivor guilt; looking after the people left behind Marc...
Survivor syndrome & survivor guilt; looking after the people left behind Marc...
Timothy Holden
 
Absenteeism June 2014
Absenteeism June 2014Absenteeism June 2014
Absenteeism June 2014
Timothy Holden
 
Effectively dealing with dismissals and terminations September 2011
Effectively dealing with dismissals and terminations September 2011Effectively dealing with dismissals and terminations September 2011
Effectively dealing with dismissals and terminations September 2011
Timothy Holden
 
Maximizing retention and minimizing attrition March 2011
Maximizing retention and minimizing attrition March 2011Maximizing retention and minimizing attrition March 2011
Maximizing retention and minimizing attrition March 2011
Timothy Holden
 
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...
Financial Poise
 
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating EmployeesIt’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees
Financial Poise
 
All about disability April 2012
All about disability April 2012All about disability April 2012
All about disability April 2012
Timothy Holden
 
Redundancy January 2010
Redundancy January 2010Redundancy January 2010
Redundancy January 2010
Timothy Holden
 
Balancing work with life June 2011
Balancing work with life June 2011Balancing work with life June 2011
Balancing work with life June 2011
Timothy Holden
 
Supervisory Training
Supervisory TrainingSupervisory Training
Compliance as Culture Strategy
Compliance as Culture StrategyCompliance as Culture Strategy
Compliance as Culture Strategy
Cornerstone OnDemand
 
How to conduct effective interviews May 2011
How to conduct effective interviews May 2011How to conduct effective interviews May 2011
How to conduct effective interviews May 2011
Timothy Holden
 
Organizational
OrganizationalOrganizational
Organizational
Muddsar Siddiqui
 
Workplace stress and strain February 2012
Workplace stress and strain February 2012Workplace stress and strain February 2012
Workplace stress and strain February 2012
Timothy Holden
 
Absence Management Presentation
Absence Management PresentationAbsence Management Presentation
Absence Management Presentation
RichHughes
 

Similar to Reducing absenteeism May 2011 (20)

Health & wellbeing February 2010
Health & wellbeing February 2010Health & wellbeing February 2010
Health & wellbeing February 2010
 
Layoffs, downsizing and restructuring January 2011
Layoffs, downsizing and restructuring January 2011Layoffs, downsizing and restructuring January 2011
Layoffs, downsizing and restructuring January 2011
 
The People Puzzle
The People PuzzleThe People Puzzle
The People Puzzle
 
Reducing absence rates February 2012
Reducing absence rates February 2012Reducing absence rates February 2012
Reducing absence rates February 2012
 
Absence September 2010
Absence September 2010Absence September 2010
Absence September 2010
 
Survivor syndrome & survivor guilt; looking after the people left behind Marc...
Survivor syndrome & survivor guilt; looking after the people left behind Marc...Survivor syndrome & survivor guilt; looking after the people left behind Marc...
Survivor syndrome & survivor guilt; looking after the people left behind Marc...
 
Absenteeism June 2014
Absenteeism June 2014Absenteeism June 2014
Absenteeism June 2014
 
Effectively dealing with dismissals and terminations September 2011
Effectively dealing with dismissals and terminations September 2011Effectively dealing with dismissals and terminations September 2011
Effectively dealing with dismissals and terminations September 2011
 
Maximizing retention and minimizing attrition March 2011
Maximizing retention and minimizing attrition March 2011Maximizing retention and minimizing attrition March 2011
Maximizing retention and minimizing attrition March 2011
 
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...
 
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating EmployeesIt’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees
 
All about disability April 2012
All about disability April 2012All about disability April 2012
All about disability April 2012
 
Redundancy January 2010
Redundancy January 2010Redundancy January 2010
Redundancy January 2010
 
Balancing work with life June 2011
Balancing work with life June 2011Balancing work with life June 2011
Balancing work with life June 2011
 
Supervisory Training
Supervisory TrainingSupervisory Training
Supervisory Training
 
Compliance as Culture Strategy
Compliance as Culture StrategyCompliance as Culture Strategy
Compliance as Culture Strategy
 
How to conduct effective interviews May 2011
How to conduct effective interviews May 2011How to conduct effective interviews May 2011
How to conduct effective interviews May 2011
 
Organizational
OrganizationalOrganizational
Organizational
 
Workplace stress and strain February 2012
Workplace stress and strain February 2012Workplace stress and strain February 2012
Workplace stress and strain February 2012
 
Absence Management Presentation
Absence Management PresentationAbsence Management Presentation
Absence Management Presentation
 

More from Timothy Holden

Employee engagement September 2016
Employee engagement September 2016Employee engagement September 2016
Employee engagement September 2016
Timothy Holden
 
Learning & development September 2016
Learning & development September 2016Learning & development September 2016
Learning & development September 2016
Timothy Holden
 
Dismissals and terminations 2016
Dismissals and terminations 2016Dismissals and terminations 2016
Dismissals and terminations 2016
Timothy Holden
 
Coaching and mentoring 2016
Coaching and mentoring 2016Coaching and mentoring 2016
Coaching and mentoring 2016
Timothy Holden
 
Discrimination 2016
Discrimination 2016Discrimination 2016
Discrimination 2016
Timothy Holden
 
Competencies 2016
Competencies 2016Competencies 2016
Competencies 2016
Timothy Holden
 
Bullying and harassment 2016
Bullying and harassment 2016Bullying and harassment 2016
Bullying and harassment 2016
Timothy Holden
 
Communication 2016
Communication 2016Communication 2016
Communication 2016
Timothy Holden
 
Decision making 2016
Decision making 2016Decision making 2016
Decision making 2016
Timothy Holden
 
Change management 2016
Change management 2016Change management 2016
Change management 2016
Timothy Holden
 
Absenteeism 2016
Absenteeism 2016Absenteeism 2016
Absenteeism 2016
Timothy Holden
 
Culture 2016
Culture 2016Culture 2016
Culture 2016
Timothy Holden
 
Coaching and mentoring October 2015
Coaching and mentoring October 2015Coaching and mentoring October 2015
Coaching and mentoring October 2015
Timothy Holden
 
Talent management October 2015
Talent management October 2015Talent management October 2015
Talent management October 2015
Timothy Holden
 
Teams November 2015
Teams November 2015Teams November 2015
Teams November 2015
Timothy Holden
 
Diversity, inclusion and equality December 2015
Diversity, inclusion and equality December 2015Diversity, inclusion and equality December 2015
Diversity, inclusion and equality December 2015
Timothy Holden
 
Change November 2015
Change November 2015Change November 2015
Change November 2015
Timothy Holden
 
Skills November 2015
Skills November 2015Skills November 2015
Skills November 2015
Timothy Holden
 
Working hours and work life balance November 2015
Working hours and work life balance November 2015Working hours and work life balance November 2015
Working hours and work life balance November 2015
Timothy Holden
 
Recognition and non-financial reward November 2015
Recognition and non-financial reward November 2015Recognition and non-financial reward November 2015
Recognition and non-financial reward November 2015
Timothy Holden
 

More from Timothy Holden (20)

Employee engagement September 2016
Employee engagement September 2016Employee engagement September 2016
Employee engagement September 2016
 
Learning & development September 2016
Learning & development September 2016Learning & development September 2016
Learning & development September 2016
 
Dismissals and terminations 2016
Dismissals and terminations 2016Dismissals and terminations 2016
Dismissals and terminations 2016
 
Coaching and mentoring 2016
Coaching and mentoring 2016Coaching and mentoring 2016
Coaching and mentoring 2016
 
Discrimination 2016
Discrimination 2016Discrimination 2016
Discrimination 2016
 
Competencies 2016
Competencies 2016Competencies 2016
Competencies 2016
 
Bullying and harassment 2016
Bullying and harassment 2016Bullying and harassment 2016
Bullying and harassment 2016
 
Communication 2016
Communication 2016Communication 2016
Communication 2016
 
Decision making 2016
Decision making 2016Decision making 2016
Decision making 2016
 
Change management 2016
Change management 2016Change management 2016
Change management 2016
 
Absenteeism 2016
Absenteeism 2016Absenteeism 2016
Absenteeism 2016
 
Culture 2016
Culture 2016Culture 2016
Culture 2016
 
Coaching and mentoring October 2015
Coaching and mentoring October 2015Coaching and mentoring October 2015
Coaching and mentoring October 2015
 
Talent management October 2015
Talent management October 2015Talent management October 2015
Talent management October 2015
 
Teams November 2015
Teams November 2015Teams November 2015
Teams November 2015
 
Diversity, inclusion and equality December 2015
Diversity, inclusion and equality December 2015Diversity, inclusion and equality December 2015
Diversity, inclusion and equality December 2015
 
Change November 2015
Change November 2015Change November 2015
Change November 2015
 
Skills November 2015
Skills November 2015Skills November 2015
Skills November 2015
 
Working hours and work life balance November 2015
Working hours and work life balance November 2015Working hours and work life balance November 2015
Working hours and work life balance November 2015
 
Recognition and non-financial reward November 2015
Recognition and non-financial reward November 2015Recognition and non-financial reward November 2015
Recognition and non-financial reward November 2015
 

Recently uploaded

Best Forex Brokers Comparison in INDIA 2024
Best Forex Brokers Comparison in INDIA 2024Best Forex Brokers Comparison in INDIA 2024
Best Forex Brokers Comparison in INDIA 2024
Top Forex Brokers Review
 
Top mailing list providers in the USA.pptx
Top mailing list providers in the USA.pptxTop mailing list providers in the USA.pptx
Top mailing list providers in the USA.pptx
JeremyPeirce1
 
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
2024-6-01-IMPACTSilver-Corp-Presentation.pdf2024-6-01-IMPACTSilver-Corp-Presentation.pdf
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
hartfordclub1
 
2022 Vintage Roman Numerals Men Rings
2022 Vintage Roman  Numerals  Men  Rings2022 Vintage Roman  Numerals  Men  Rings
2022 Vintage Roman Numerals Men Rings
aragme
 
Chapter 7 Final business management sciences .ppt
Chapter 7 Final business management sciences .pptChapter 7 Final business management sciences .ppt
Chapter 7 Final business management sciences .ppt
ssuser567e2d
 
amptalk_RecruitingDeck_english_2024.06.05
amptalk_RecruitingDeck_english_2024.06.05amptalk_RecruitingDeck_english_2024.06.05
amptalk_RecruitingDeck_english_2024.06.05
marketing317746
 
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
Lacey Max
 
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your TasteZodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
my Pandit
 
Business storytelling: key ingredients to a story
Business storytelling: key ingredients to a storyBusiness storytelling: key ingredients to a story
Business storytelling: key ingredients to a story
Alexandra Fulford
 
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
AnnySerafinaLove
 
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel ChartSatta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
 
The Heart of Leadership_ How Emotional Intelligence Drives Business Success B...
The Heart of Leadership_ How Emotional Intelligence Drives Business Success B...The Heart of Leadership_ How Emotional Intelligence Drives Business Success B...
The Heart of Leadership_ How Emotional Intelligence Drives Business Success B...
Stephen Cashman
 
Company Valuation webinar series - Tuesday, 4 June 2024
Company Valuation webinar series - Tuesday, 4 June 2024Company Valuation webinar series - Tuesday, 4 June 2024
Company Valuation webinar series - Tuesday, 4 June 2024
FelixPerez547899
 
Best practices for project execution and delivery
Best practices for project execution and deliveryBest practices for project execution and delivery
Best practices for project execution and delivery
CLIVE MINCHIN
 
Mastering B2B Payments Webinar from BlueSnap
Mastering B2B Payments Webinar from BlueSnapMastering B2B Payments Webinar from BlueSnap
Mastering B2B Payments Webinar from BlueSnap
Norma Mushkat Gaffin
 
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & InnovationInnovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Operational Excellence Consulting
 
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfThe 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
thesiliconleaders
 
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesEvent Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Holger Mueller
 
Digital Transformation Frameworks: Driving Digital Excellence
Digital Transformation Frameworks: Driving Digital ExcellenceDigital Transformation Frameworks: Driving Digital Excellence
Digital Transformation Frameworks: Driving Digital Excellence
Operational Excellence Consulting
 
Easily Verify Compliance and Security with Binance KYC
Easily Verify Compliance and Security with Binance KYCEasily Verify Compliance and Security with Binance KYC
Easily Verify Compliance and Security with Binance KYC
Any kyc Account
 

Recently uploaded (20)

Best Forex Brokers Comparison in INDIA 2024
Best Forex Brokers Comparison in INDIA 2024Best Forex Brokers Comparison in INDIA 2024
Best Forex Brokers Comparison in INDIA 2024
 
Top mailing list providers in the USA.pptx
Top mailing list providers in the USA.pptxTop mailing list providers in the USA.pptx
Top mailing list providers in the USA.pptx
 
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
2024-6-01-IMPACTSilver-Corp-Presentation.pdf2024-6-01-IMPACTSilver-Corp-Presentation.pdf
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
 
2022 Vintage Roman Numerals Men Rings
2022 Vintage Roman  Numerals  Men  Rings2022 Vintage Roman  Numerals  Men  Rings
2022 Vintage Roman Numerals Men Rings
 
Chapter 7 Final business management sciences .ppt
Chapter 7 Final business management sciences .pptChapter 7 Final business management sciences .ppt
Chapter 7 Final business management sciences .ppt
 
amptalk_RecruitingDeck_english_2024.06.05
amptalk_RecruitingDeck_english_2024.06.05amptalk_RecruitingDeck_english_2024.06.05
amptalk_RecruitingDeck_english_2024.06.05
 
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
 
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your TasteZodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
 
Business storytelling: key ingredients to a story
Business storytelling: key ingredients to a storyBusiness storytelling: key ingredients to a story
Business storytelling: key ingredients to a story
 
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
 
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel ChartSatta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
 
The Heart of Leadership_ How Emotional Intelligence Drives Business Success B...
The Heart of Leadership_ How Emotional Intelligence Drives Business Success B...The Heart of Leadership_ How Emotional Intelligence Drives Business Success B...
The Heart of Leadership_ How Emotional Intelligence Drives Business Success B...
 
Company Valuation webinar series - Tuesday, 4 June 2024
Company Valuation webinar series - Tuesday, 4 June 2024Company Valuation webinar series - Tuesday, 4 June 2024
Company Valuation webinar series - Tuesday, 4 June 2024
 
Best practices for project execution and delivery
Best practices for project execution and deliveryBest practices for project execution and delivery
Best practices for project execution and delivery
 
Mastering B2B Payments Webinar from BlueSnap
Mastering B2B Payments Webinar from BlueSnapMastering B2B Payments Webinar from BlueSnap
Mastering B2B Payments Webinar from BlueSnap
 
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & InnovationInnovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & Innovation
 
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfThe 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
 
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesEvent Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
 
Digital Transformation Frameworks: Driving Digital Excellence
Digital Transformation Frameworks: Driving Digital ExcellenceDigital Transformation Frameworks: Driving Digital Excellence
Digital Transformation Frameworks: Driving Digital Excellence
 
Easily Verify Compliance and Security with Binance KYC
Easily Verify Compliance and Security with Binance KYCEasily Verify Compliance and Security with Binance KYC
Easily Verify Compliance and Security with Binance KYC
 

Reducing absenteeism May 2011

  • 1. Reducing absenteeism by Toronto Training and HR May 2011
  • 2. Contents 3-4 Introduction to Toronto Training and HR 5-6 Definitions 7-9 Reasons for absence 10-14 Types of absence 15-19 Costs of excessive absence 20-23 Total attendance management 24-25 Factors that influence absenteeism rates in Canada 26-27 Reducing unscheduled absence 28-32 Steps that allow an employer to act legally 33-34 The Naccarato decision 35-36 The Coast Mountain Bus Company case 37-38 Musculoskeletal disorders 39-43 Return to work interviews 44-45 Attendance bonuses 46-47 Problems with absence records 48-52 Tackling absence 53-54 Case study 55-56 Conclusion and questions
  • 4. Page 4 Introduction to Toronto Training and HR • Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden • 10 years in banking • 10 years in training and human resources • Freelance practitioner since 2006 • The core services provided by Toronto Training and HR are: - Training course design - Training course delivery - Reducing costs - Saving time - Improving employee engagement & morale - Services for job seekers
  • 6. Page 6 Definitions Incidental unplanned absences Extended absences Planned absences
  • 8. Page 8 Reasons for absence 1 of 2 Medical Social Physiological
  • 9. Page 9 Reasons for absence 2 of 2 EXPLANATIONS FOR THE RISE IN CANADA An aging demographic Rising levels of work-related stress Ever-increasing proportion of women in the workforce with multiple responsibilities Increasing prevalence of liberal leave policies
  • 10. Page 10 Types of absence
  • 11. Types of absence; poor timekeeping • Clear standards • Early intervention • Clarify unacceptable limits Solutions • Record all instances and conversations • Honest 1:1 communication • Team agenda if widespread Actions • Explore root cause; consider contributory factors • Be attentive to unique needs • Consider work-life balance measures Support individual • Nip lateness in the bud • Consider disciplinary action if unsatisfactory reason and it persists Support team Page 11
  • 12. Types of absence; short-term frequent absence • Encourage notification asap and by a set time • Prompt return to work discussion • Explore the root cause Solutions • Record all instances for all employees • Keep in regular contact • Get clear indication of nature of illness and likely return date Actions • Offer support where you can • Explore possibility of underlying medical condition • Be alert to other contributory factors Support individual • Nip emerging patterns in the bud • Consider disciplinary action if unsatisfactory reason and it persists Support team Page 12
  • 13. Types of absence; short-term frequent absence (underlying cause) • Encourage notification asap and by a set time • Prompt return to work discussion • Explore root cause Solutions • Record all instances for all employees • Keep in regular contact; and liaise with HR • Get clear indication of nature of illness and likely return date Actions • Offer support where you can • Suggest medical advice from Occupational Health or doctor • Be alert to all possible contributory factors • Consider adjustments to role or work environment Support individual • Be attentive to emerging patterns • Consult HR before level of absence reaches an unacceptable level Support team Page 13
  • 14. Types of absence; long-term frequent absence • Successful transition back into the workplace • Retiral on grounds of ill health • Dismissal Solutions •Keep in regular contact •Liaise regularly with HR and seek medical advice •Keep an accurate note of all conversations and correspondence Actions • Try to anticipate their needs • Reassure entitlement to sick pay • Explore how best to support transition back into workplace Support individual • Consider how best to manage additional workload • If a return to work looks unlikely, or lengthy, it is strongly advised that you consult HR before taking any formal action Support team Page 14
  • 15. Page 15 Costs of excessive absence
  • 16. Page 16 Costs of excessive absence 1 of 4 All absence has cost consequences for the employer –administrative and other. Absenteeism that is avoidable, habitual and unscheduled can be particularly costly to an employer, and to the economy as a whole. Disruptive to proper work scheduling and output.
  • 17. Page 17 Costs of excessive absence 2 of 4 Increased team workloads Low morale among colleagues expected to take on extra work Reduced performance and productivity Missed deadlines due to a lack of trained, experienced employees Diminished reputation with customers and potential employees Lost business
  • 18. Page 18 Costs of excessive absence 3 of 4 Direct costs Indirect costs Total cost
  • 19. Page 19 Costs of excessive absence 4 of 4 PRODUCTIVITY LOSS Replacement approach Cost of replacement workers Efficiency of replacement workers
  • 21. Page 21 Total attendance management 1 of 3 What is it? Objective setting Integrated approach Prevention Casual absence STD/LTD Workers’ compensation
  • 22. Page 22 Total attendance management 2 of 3 Establish clear policies, procedures, roles and responsibilities Engage people leaders to participate effectively in attendance management
  • 24. Page 24 Factors that influence absenteeism rates in Canada
  • 25. Page 25 Factors that influence absenteeism rates in Canada Unionization Permanent status Size of the organization Province Pay for sickness absence Type of job Dependant children
  • 27. Page 27 Reducing unscheduled absence Consider work-life balance measures Clearly explain roles, duties, projects and tasks Simplify processes and administration Encourage communication
  • 28. Page 28 Steps that allow an employer to act legally
  • 29. Page 29 Steps that allow an employer to act legally 1 of 4 An employer is entitled to the benefit of its bargain in the employment relationship. At the same time, it is not permissible to punish an employee for non-culpable behaviour because that behaviour is out of the employee's hands. Attendance management programs may be used in response to excessive, blameless absenteeism, but they must be drafted with great care. The law will permit termination for innocent absenteeism when it reaches a given level of seriousness and there is no reasonable prospect for improvement in the future.
  • 30. Page 30 Steps that allow an employer to act legally 2 of 4 LEGAL PARAMETERS FOR ATTENDANCE MANAGEMENT There should be no reprisal for taking statutory leave Duty to accommodate under human rights legislation must be met (disability, family status) Comply with Return to Work obligations under workers’ compensation legislation Respect an employee’s right to privacy – medical information, surveillance Distinguish between culpable and non-culpable
  • 31. Page 31 Steps that allow an employer to act legally 3 of 4 ATTENDANCE MANAGEMENT PROGRAM Trigger for entry or progression through Attendance Management Program Numerical criteria must not be arbitrary Criteria must not be discriminatory Consider the duty to accommodate at every stage Requests for medical information
  • 32. Page 32 Steps that allow an employer to act legally 4 of 4 QUESTIONS TO ANSWER BEFORE YOU TERMINATE FOR INNOCENT ABSENTEEISM Is the employment relationship frustrated? What is your potential liability if you terminate and a court, human rights tribunal or arbitrator disagrees with your assessment of frustration?
  • 34. Page 34 The Naccarato decision Background Limits on the duty to accommodate Naccarato decision What Naccarato means for employers
  • 35. Page 35 The Coast Mountain Bus Company case
  • 36. Page 36 The Coast Mountain Bus Company case Background Attendance Management Program Reasons of the Court of Appeal Critical implications for employer strategies to manage absenteeism What’s the problem? Impact of the duty to accommodate How much absenteeism must be accommodated? Points to consider
  • 38. Page 38 Musculoskeletal disorders Principles of management What are the symptoms? Acute, recurrent or chronic
  • 39. Page 39 Return to work interviews
  • 40. Page 40 Return to work interviews 1 of 4 PURPOSE Welcome employees back Check they are well enough to work Identify the cause of the absence Discuss the details of an agreed return to work based on advice given by the doctor Establish if the sickness is work related and what health & safety issues need to be addressed Tease out any other problems at work or at home Discuss how they can get back to a normal work routine as quickly as possible, update them on developments
  • 41. Page 41 Return to work interviews 2 of 4 PREPARING FOR A RETURN TO WORK DISCUSSION The discussion is confidential so find a quiet place Have everything to hand at the meeting; employee records, notes of previous discussions, advice from their doctor Be prepared to discuss the employee’s absence in detail including any emerging patterns Consider how a return to work will work in practice-what kind of questions will you ask? What does the absence policy say? What issues may crop up during the discussion? How would a phased return work? Explain when the interview will take place and its purpose
  • 42. Page 42 Return to work interviews 3 of 4 THE CONVERSATION Most discussions will be informal and brief Explore how the employee feels about returning to work Be positive about the employee’s value to the organization Explore how a return to work will work in practice Ask your employee what information they would like shared with their work colleagues Be reassuring throughout Update the employee about changes since they have been away such as the progress on the projects they were working on and any changes to the team
  • 43. Page 43 Return to work interviews 4 of 4 THE CONVERSATION What are the options for the future? Discuss all the options and focus on positive outcomes. Where appropriate the employee may agree to be referred to your organization’s medical officer information or to an occupational health therapist? In some instances disciplinary action may be needed if the explanations for absence/poor timekeeping are deemed unsatisfactory. Have an open mind and agree an action plan but don’t make hasty decisions Take notes of the meeting
  • 45. Page 45 Attendance bonuses Consider making an employee assistance program available to the workforce Identify drivers of absence that are not sickness related and think how you could mitigate them-for example, flexible working for people with young children Remember that attendance bonuses could be viewed as discriminatory Reinvest money that would have been spent on bonuses in a company-funded wellbeing scheme Carry out return-to-work interviews, even for short-term absences
  • 46. Page 46 Problems with absence records
  • 47. Page 47 Problems with absence records Inadequate absence information required Inaccurate records Record-keeping system hinders analysis of absences Record-keeping system prevents proper analysis of absences
  • 49. Page 49 Tackling absence 1 of 4 Dust down your policies Hold calibration sessions Provide a support structure Clear reporting is crucial Get people back to work Policies aren’t everything
  • 50. Page 50 Tackling absence 2 of 4 Encourage high attendance rather than talking about high absence Recognise high attendance with non-monetary rewards Hold managers at all levels accountable for absence reduction Deal with frequent short-term absence first Use return-to-work interviews Train managers to become assertive leaders so that they own the problem
  • 51. Page 51 Tackling absence 3 of 4 Measure rates and direct costs across the board, both long-term and short-term. A recent survey by the Conference Board of Canada revealed that only 40% of employers track absenteeism rates, and the direct cost of absenteeism averaged 2.6% of payroll in these organizations. Education and health and government reported the highest absenteeism rates, whilst Canada suffers from higher absence rates than either the US and the UK.
  • 52. Page 52 Tackling absence 4 of 4 The Conference Board report outlines steps that organizations can take to better manage their programs. These include: Identifying the root causes of absenteeism Taking proactive steps to improve the health and well-being of employees Having a return-to-work program in place Focusing on communication and education Getting involved early when employees are absent Keeping in constant contact with employees on leave
  • 55. Page 55 Conclusion & Questions