When running a company, it’s unavoidable that your employees will require a leave of absence from time-to-time. This is the same for a small family-run business, or a multi-billion dollar company. Absence management can prove to be tricky; it isn’t just a case of when staff are absent and how many.
Employers aren’t expected to be experts in mental health or mental disability. Mental illness and the mental disability it can cause are complex medical issues, and there may be times when the employer needs to seek expert medical advice or guidance.
A recent article in the Globe and Mail’s careers section caused me to do a triple-take. It quoted studies indicating that the more an organization seeks to be undiscriminating and merit-based in its employment practices, the less likely it is to achieve those objectives. (In PDF)
The Federal Court of Appeal just confirmed that an employee who engaged in misconduct and lost his job was not allowed to receive Employment Insurance benefits…
Statistics Canada has published its updated absenteeism report for 2011, indicating little change from the year before. From 2001 to 2011, in an average week, 8.1 percent of “fulltime employees holding one job were absent from work for all or part of the week for personal reasons.”