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Too Nice To Work
A recent survey found 39 percent of full-time employees admit to calling in sick when they weren't, simply to enjoy a day off during the summer. The "Summer Absenteeism" survey also predicts up to a third of the US workforce will suffer
from "Seasonal Absence Syndrome" (SAS) and take an unscheduled day off during the next few months.
The survey was conducted in April 2007 by Harris Interactive for Kronos Incorporated among 4,430 US adults. When asked for the honest reason for illegitimately taking a sick day, the most-cited excuses were:
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I needed a mental health day
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The weather was great
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My workload is heavy so I spontaneously take time off when I can
Monday and Friday were the most popular days for workers to "call in well," due to the weekend-extending effect. (Similarly, in 2004, the US Labor Department issued an opinion letter that said "a pattern of Friday/Monday absences can
constitute information that casts doubt upon the employee's stated reason for the absence".)
To respond to SAS, the survey encourages employers to increase the flexibility of work schedules to limit employees' excuses for not working their shifts, such as:
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Establishing "summer Fridays" when employees may take a half (or full) day off during summer months.
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Expanding telecommuting.
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Setting compressed work weeks.
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Allowing flex-time.
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Adopting paid-time-off (PTO) policies rather than separate sick leave and vacation benefits.
"Because today's workplace is dynamic and constantly evolving, organizations must implement programs and strategies to support this change. The dramatic shift in how sick time is being used by employees is just one example," said Jim
Kizielewicz, a Kronos vice president.
( from LawRoom.com )
Scheduled Vacations Also Need Your Attention!
Have you found yourself ready for your employees' summer vacations? Here are some questions you might want to ask yourself as you contemplate granting or denying requests for time off.
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Who gets paid vacations and who doesn't?
A vacation policy should clearly describe which workers are eligible and which are not. For example, you've got to decide if you want to give benefits to part-time employees or full-time temps. And, do new employees begin earning vacation
days from their starting date, or only after an introductory period?
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How long must eligible employees work to earn a day of vacation?
Is there a maximum number of vacation days employees can accrue?
How can I put a limit on vacation earnings?
Besides establishing who gets vacation, your policy controls when and how employees earn their time off. So, you can set up a policy that rewards your workers without exposing yourself to unexpected and open-ended liability.
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When can employees take their vacations?
Before there's a rush out the door, you've got to set up the rules for who gets to take their vacation and when. How do you resolve a conflict if two employees want the same week off?
Does your employee handbook have the answers you need to be fair and evenhanded with all employees? Where do you turn for advice and guidance in developing such policies?
If your current handbook or informal customs do not address these questions,
contact MJ Management Solutions, Inc. We have the knowledge and expertise to assist you. We can provide sample policies that address each of the questions asked in this article.
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