1. Staffing

2. How to Manage Absenteeism

3. What is Absenteeism?
Absenteeism is any failure to report for work as scheduled or to stay at work when scheduled

4. Reasons for Managing Absenteeism
It is expensive
It costs companies an estimated $645 per employee each year
Some studies suggest that companies spend 15% of their payrolls on absenteeism each year
Overtime for replacements
Fees for temporary employees
Supervisor’s time
Over staffing necessary to cover absences
Substandard production is also a high opportunity cost of any company

5. Do you have an Absenteeism Problem?
Before you begin to manage absenteeism, you first need to find out whether you have an absenteeism issue or not
There are several ways to measure absenteeism. The U.S. Department of Labor suggests the following metric:
Number of person-days lost through job absence during period (Average number of employees) x (Number of workdays)
This rate also can be based on number of hours instead of number of days
Typical costs of absenteeism are calculated using the following variables: lost wages, benefits, overtime for replacements, fees for temporary employees, supervisor’s time, substandard production, and over-staffing necessary to cover absences
X 100

6. Different Types of Absenteeism
There are two different types of absenteeism
Involuntary
Voluntary

7. Involuntary Absenteeism
Involuntary Absenteeism is when absences are unavoidable and understandable
Illness
Death in the family
Other family related or personal reasons
Car troubles

8. Voluntary Absenteeism
Voluntary Absenteeism is when absences are avoidable
Not showing up to work for no good reason
Showing up late to work for no good reason
Any failure to report for work as scheduled or to stay at work when scheduled, for no good reason
Examples
Missing work without warning in advance to go to a football game
Calling in “sick” because you are sick of your job
Making up excuses for consistently being late to work

9. Reasons Absenteeism Takes Place
Involuntary absenteeism takes place because:
Employees have families and children
Employees get sick
People cannot predict real emergencies
How to help you manage involuntary absenteeism
Do not hire employees with kids
Do not hire employees who are consistently sick
Is this ethical though?
How can you tell whether the employee is prone to illness?

10. Reasons Absenteeism Takes Place
Voluntary absenteeism takes place because:
Employees feel there is a strain on the Psychological Contract (unwritten expectations employees and employers have about their work relationships) which may cause a lack in organizational commitment (the degree to which employees believe in and accept organizational goals and desire to remain with the organization).
Employees are dissatisfied with the tasks that they perform in their jobs
Employees are dissatisfied with their superiors, coworkers, and work environment, and/or schedules
How to help you manage voluntary absenteeism
Do not break the psychological contract!!
Help create higher job satisfaction (positive emotional state resulting from evaluating one’s job experience)

11. Approaches to Control Absenteeism
Disciplinary Approach
Positive reinforcement
Combination Approach
Paid-time-off (PTO) programs

12. Approaches to Control Absenteeism
Disciplinary Approach: Employees get oral and written warnings, suspensions, and even up to dismissal for absenteeism violations

13. Approaches to Control Absenteeism
Positive reinforcement: Employees receive rewards for good attendance
The opportunity to change working conditions

14. Approaches to Control Absenteeism
Combination Approach: Employees are rewarded for positive behavior and are punished for bad behavior

15. Approaches to Control Absenteeism
“No fault” policy: Employees must manage their own attendance unless they abuse that freedom. Once abused, then disciplinary action may be taken. Employers don’t judge whether the absences were excused or unexcused.

16. Approaches to Control Absenteeism
Paid-time-off (PTO) programs: Employees can use vacation, holiday, and sick leave, which is accrued in an account, at their discretion. Once an employee runs out of PTO then they are not paid for any additional days off.

17. 8/80-hour rule – a special provision to the wage and hour law that allows health care employees to work extended periods of time outside the 40-hour rule and sets overtime pay when they exceed 80 hours in a 2-week calendar period or work more than 8 hours in a single day

18. 40-hour rule – wage and hour laws that require employers to pay overtime to employees who work more than 40 hours in a 7-day calendar period

19. Alternative Work Schedules
Compressed work cycle – an individual may work multishifts or extended time periods (10-,12-,or 16-hour shifts) within a 40-hour calendar week

20. Flexible working hours – employees are responsible for a set amount of work but are allowed to establish their own hours around a core period

21. Job sharing – two individuals share the responsibilities and benefits of a position usually filled by one worker

22. Exempt and professional status – employees are exempted by salary levels or professional classification from the overtime provision of wage and hour laws

23. Work-at-home- programs

24. Off-site testing and satellite laboratories

25. Freelance employment