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HARASSED FOR CALLING IN SICK PROFESSIONAL

At the same time, however, it is important for employers to consider the added costs associated with a sick employee who spreads an illness that gets the whole division - or a lot of customers - sick.

Unless a company requires a written excuse from a doctor, for example, it can be difficult to determine if an employee is actually sick when missing work.

Poor morale among employees who have to "fill in" or do extra work to cover absent coworkersĪbsenteeism is an especially difficult problem to tackle, because there are both legitimate and poor excuses for missing work - and it can be challenging for employers to effectively monitor, control and reduce absenteeism.

Safety issues (inadequately trained employees filling in for others, rushing to catch up after arriving as a replacement, etc).

Excess manager time (dealing with discipline and finding suitable employee replacements).

Poor quality of goods/services resulting from overtime fatigue or understaffing.

Other indirect costs and effects of absenteeism include:

Administrative costs of managing absenteeism.

High-cost replacement workers (overtime pay for other employees and/or temporary workers).

The costs can be attributed to many factors including: occupationsĪccording to Absenteeism: The Bottom-Line Killer, a publication of workforce solution company Circadian, unscheduled absenteeism costs roughly $3,600 per year for each hourly worker and $2,650 each year for salaried employees.

HARASSED FOR CALLING IN SICK PROFESSIONAL

According to the survey, the annual costs associated with absenteeism vary by industry, with the greatest loss occurring in professional occupations (excluding nurses, physicians and teachers) the 14 occupations and corresponding costs of lost productivity are shown in Figure 1.įigure 1: Annual cost of lost productivity by major U.S. Of the 77% of workers who fit the survey's definition of having a chronic health condition (asthma, cancer, depression, diabetes, heart attack, high blood pressure, high cholesterol or obesity), the total annual costs related to lost productivity totaled $84 billion. The Gallup-Healthways Well-Being Index surveyed 94,000 workers across 14 major occupations in the U.S. Partial shifts - Arriving late, leaving early and taking longer breaks than allowed are considered forms of absenteeism and can affect productivity and workplace morale.Job hunting - Employees may call in sick to attend a job interview, visit with a headhunter or work on their resumes/CVs.In addition to acute injuries, chronic injuries such as back and neck problems are a common cause of absenteeism.

Injuries - Accidents can occur on the job or outside of work, resulting in absences.

Not surprisingly, each year during the cold and flu season, there is a dramatic spike in absenteeism rates for both full-time and part-time employees.

Illness - Injuries, illness and medical appointments are the most commonly reported reasons for missing work (though not always the actual reason).

Disengagement - Employees who are not committed to their jobs, coworkers and/or the company are more likely to miss work simply because they have no motivation to go.