Dealing with '2012' sickness absence

Sickness absence in the workplace often increases when large sporting events are televised during working hours. A few potential reasons for this spring to mind...

•      The employees have genuinely had a minor illness, but their enthusiasm to return to work swiftly is impeded by a desire to stay home and watch televised coverage; and

•     The employees have been given a last minute ticket or been refused time off for an event that they wish to watch, and therefore “pull a sickie”.  

Correct management of such situations is important. Top tips for avoiding and/or dealing with the situation if it arises are:


1.            Have a well drafted sickness absence policy in place which, amongst other things, should cover the process for investigating any absence that is suspected not to be genuine. The policy should deal clearly with the consequences of false claims. You can cross refer this with your disciplinary policy if you wish.


2.            Communicate your absence policy to all managers and staff in advance of the Games. It is crucial that your policies are followed consistently across your organisation if they need to be put in place.
 

3.            Investigate! If you have suspicions that someone has falsely called in sick, do your research. Some cases are going to be simpler than others. The employee who has claimed 24 hour flu, but later posted pictures of him/herself in the Olympic Stadium cheering on the men’s 100m final on Facebook, is an easy one to pin down. Others may be more difficult and a return to work meeting with them to discuss the absence may be your best bet. Be careful that you do no single out specific employees, but aim to treat everyone the same.


4.            Handle it appropriately. If you discover that an employee has falsely taken sickness absence, implement your disciplinary process.


5.            Consider alternative ways to avoid employees resorting to calling in sick. You may want to consider flexible working, or allow unpaid leave. Some businesses with appropriate facilities may consider having lunch time screenings of major events.

 

 

Katie White, Employment Lawyer