How can implementing an attendance management procedure assist employers?
What are the advantages and disadvantages of attendance incentives?
There are both advantages and disadvantages to a system of
incentives for attendance. The obvious advantage is that the incentive will act
to discourage casual absence. On the downside, the incentive might be perceived
as unfair by, for example, employees who have come to regard the incentive as
part of normal pay and who then have to take time off sick. Additionally, there
is the possibility that employees who are sick may be tempted to struggle into
work rather than taking time off. Before implementing attendance incentives,
management should consult employees or their representatives and consider the
How should employees be required to notify any unexpected absences?
What constitutes an unauthorised absence?
Should employers deal with all types of unauthorised absence in the same way?
Are employers obliged to pay employees for periods of absence that are unauthorised?
What should an employer do if an employee who is usually reliable fails to turn up for work?
What should be included in a policy on unauthorised absence?
Can an employer lawfully dismiss an employee whose absence is not authorised?
How can an employer reduce the likelihood of employees taking time off work as a result of personal or family circumstances?
When should an employer instigate a formal review of a particular employee's level of attendance?
How should an employer deal with an employee who calls in sick on a bank holiday?
When conducting a formal review of an employee's attendance, should any absences be discounted?
What is the "lost-time rate" of measuring absence?
How can sick pay be used as a tool for managing attendance?
What, if any, action should a manager take where he or she suspects, but has no proof, that an employee's absence was not genuinely for the reason given?
What can an employer do when an employee who has been invited to come to an attendance review meeting goes off sick?
Is it acceptable to issue a formal warning to an employee whose level of attendance is unsatisfactory, even where there are genuine reasons for the various absences?
Why is it good practice to conduct return-to-work interviews every time an employee has had a day or two off work?
Should employers adopt a sporting events policy and what should it include?
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