1. Calling In Sick ~66% (¡Yikes!) Google “How to call in sick”
151,000,000 results
Google “How to fake call in sick”
101,000,000 results
~66% (¡Yikes!)
Reality of life
In many cases you just have to deal with it

2. What are Sick Days?
An unlegislated benefit used to attract and retain quality employees
Not guaranteed
Subject to management approval

3. GPHA Policy Full-Time Employees
Accrue from day 1, but can’t be used until probation is over
1st year
Receive 10 hours per month – up to 80 hours (10 days)
2nd year
Up to 120 hours (15 days)
Sick days are paid starting on the 3rd scheduled day missed
3rd-5th years
Up to 192 hours (24 days)
6th year +
Up to 280 hours (35 days)

4. GPHA Policy Part-Time Employees No sick leave for 1st year
Earn 8 hours of sick leave for each 200 hours worked
Up to 192 hours
Paid on 3rd scheduled day missed – 2nd year of employment
Paid on 1st scheduled day missed – 3rd year +

5. GPHA Policy - Additional Uses
After 2 complete years of employment
May use up to 40 hours on family issues
Spouse, children, parents (in-laws)
Care and appointments
Appointments for others need to be set up in advance
Children do not need to reside with the employee

6. Conditions of Sick Leave
Classification Change
Retain current benefit levels until they dip below the new classification maximum, then they accrue up to the new level
Sent Home
Shift missed counts as first scheduled day
$ - Base Rate
No premiums or differentials
Doesn’t count towards overtime

7. What can you ask? As a manager, you have an obligation to ask
Contagious?
Work-related?
Productive?
Be careful what you ask for…
Employee doesn’t have to offer any information
You can get your answers without getting your answers
Too much detail
Anger/resentment
Trustworthy?
Packers Conundrum
Legitimate reasons only
Blatant abuse of benefits is grounds for termination
Heard it through the grapevine? ASK!

8. Summary Set a standard Be consistent We “made our own bed”
Need to give a certain amount of notice or it won’t be paid
Need a note from a physician or provider
Be consistent
Don’t let personal feelings or opinions take over
Just because you don’t…
We “made our own bed”
99% of employees will not abuse the benefit
DOCUMENT – DOCUMENT - DOCUMENT

9. NCNS It is not your responsibility to track people down
You can make an effort to find them
You can make no effort to find them
Occasionally a blessing in disguise
Zero Tolerance Policy?
Pros
Consistent, Easy application, No disputes
Cons
No wiggle room, Sometimes mistakes happen, *Star Employee*

10. NCNS Document attendance problem
Document any attempts you made to locate
Document anything you used in coming to a decision
Document your decision
Being fair isn’t always making the same decisions
Proper documentation and explanation is key

11. Corrective Counseling
Documentation is key to everything in HR
Keep DETAILED personnel files for every employee
File all corrective counseling forms
Employment-At-Will Doctrine requires documentation
You can release an employee for any reason
You may have to provide documentation of why
Present and explain concerns to employee
Sit down and have a discussion with them
Allow them to be heard, it will help smooth the process

12. Corrective Counseling
What form do you need to use?
You have an excellent form for Phillips County Hospital
GPHA provides a form as well
Be detailed, use extra sheets if you need to
Take notes on employee concerns or reasoning
Note the all previous warnings YOU have given
HR will note the total number of warnings and types
Ask the employee to sign, acknowledging the meeting
Not an acknowledgement of guilt or agreement

13. Corrective Counseling
Do not use as a threat
“If you don’t… I will write you up”
“This is going in your personnel file”
We want these meetings to be a healthy employment forum
If you put people on the defensive, its hard to convey your point
Angry people are statistically the worst listeners (I just made that up )
Too busy coming up with defenses, excuses or retorts
Note employee reactions and any other relevant info
DOCUMENT DOCUMENT DOCUMENT!!!