Our last poll asked readers: Do you have a winter-weather policy to handle challenges the weather will bring that might prevent employees from getting to work? Out of 319 respondents, 161 (50.47%) of respondents said no and 90 (28.21%) said yes (29/9.9% of respondents already cover it in policy). Only 68 (21.32%) answered they did not know they needed one. So do you need one or not?
The three most viewed articles on HRinfodesk this week deal termination due to theft, The Canada Arbitration Board decision about fraudulent medical notes, and a termination substituted with a suspension.
The three most popular HRinfodesk articles this week deal with two cases of just cause for termination, and a case where an employee should have been paid for time training.
For many in the human resources function, every day is a series of reactions and responses to events. The experience of work is the constant juggle of urgent demands to hire people, sort out employment issues, deal with grievances or conflicts, resolve pay demands or other requests. All of these activities are important and urgent and place an immediate call on our attention and action. This experience creates a habit, where new information is reviewed with a bias to action or crisis. If there is nothing urgent or important here then the information can be ignored—there is nothing to do…
Employers are often at a loss as to how to ensure employees who take sick days are really sick and not simply abusing the system. They are often scared to ask for doctor’s notes, but also scared that if they don’t, the abuse will become rampant. I often encourage employers to consider abandoning the notion of sick days altogether, and simply provide a fixed number of “personal days”, which eliminates the implicit or explicit requirement that an individual be sick in order to have time off.
The cold and flu season is underway and typically runs from November to April each year. The often close quarters of workplaces allow employees to easily spread cold and flu germs. These germs are transferred from person to person and surface to surface indoors. Employers must take preventive measures to fight these germs around your workplace, keep your employees safe and maintain productivity throughout the peak cold and flu season.
We have just reported our Q2 2011 results. We have gone through the time consuming and detailed process of auditing and are now in the process of letting folks know what happened in Q2 2011 on a range of metrics. One measure that we have been keeping a close eye on is absenteeism. Absenteeism keeps going up and the Q2 results are continuing that trend.
‘Tis the season of the FIFA Women’s World Cup. This time, it’s women who are going to be playing, beginning this Sunday June 26 and ending July 17, in Germany. It may not be as popular as the men’s World Cup, but it is a busy and important year for women’s football/soccer! Will the rate of employee absenteeism be as high as when the men’s World Cup took place? Maybe not; but still, what can employers do to manage a sudden outbreak of “World Cup flu” cases in their workplace?
I just read an interesting article that found only 44% were satisfied with their jobs, about 32% were somewhat satisfied and 24% were not very satisfied or not at all satisfied. That is a significant number of people (56%) who did not answer “very satisfied” about their jobs.
Organizational behaviour has been defined as the field of study that investigates the impact that individuals, groups and structures have on behaviour within organizations, particularly workplaces, in order to improve the organization’s effectiveness. But is it important for employers to understand organizational behaviour?
A while back, the Conference Board of Canada came out with a study that found while workplace absenteeism continues to rise, Canadian employers take a “relaxed” approach to tracking employee absences and measuring their cost. According to the study, the absenteeism rate has been increasing steadily in the past decade, rising to 6.6 days per full-time employee in 2008–09 from 5.7 days in 2000–01, the most recent fiscal year. This is the highest point since the board began surveying employee absences 20 years ago.
Are your employees suffering from the “World Cup Flu”? Are you finding that there is an unusually high rate of absenteeism in your office these days?