I just took over a store about two months ago. All of a sudden I have at least one employee calling in five of sevens days in the week. My company's attendance policy is not strict enough for me to fire the slackers fast enough. I need some help to curb this issue now!!!
2007-03-20 07:01:00 · 20 answers · asked by Curtis J 2 in Business & Finance ➔ Careers & Employment
If your company doesn't have a write-up policy can you develop one? We use a verbal, written, final, termination write-up policy and if an employee calls in 2 days or not preset vacation days then they get a verbal and anything after that (unscheduled days off) it escalates. That way you have documentation for when unemployment calls.
2007-03-20 07:46:22 · answer #1 · answered by Anonymous · 2⤊ 0⤋
First, you need to have an employee meeting in which you spell out your new policy concerning calling in sick. Something along the lines of a doctors note will now be required. Second, identify the employee with the worst record, keep track of his infractions, write him or her up three times, and then FIRE THEM! If an employee has a legitimate need for time off, then let them know that they must post it in writing at east 2-4 weeks ahead of time, if you eliminate any need they have to just call in sick on a whim they won't unless there lazy. That is where the doctors note comes in, how much time and aggravation is it going to cost the employee to fake an illness to get out of work? You can't be spineless about it either, employees are generally good for the most part, but there are those that will take advantage of the lenient boss until he puts his foot down and ends it.
2007-03-20 14:13:15 · answer #2 · answered by Anonymous · 0⤊ 0⤋
You need to go to the head of the company regarding the attendance policy to reinforce the rules. Explain that there are repeat offenders that are taking advantage of the fact that their aren't strict enough rules for the attendance. I don't think in their view that they will have a problem with enforcing a policy where their employees have to sign a waiver stating that they understand the days in attendance, otherwise they will be terminated. If the job was of importance to them, they will abide by the rules...if not, then you didn't need the employee to begin with. Stand up for what is right...you'll be the hero in the end and not to mention look more responsible. Good Luck!
2007-03-20 14:08:17 · answer #3 · answered by Punkie Brewster 4 · 0⤊ 0⤋
is it the same employee calling out 5 out of 7 days if so you should not schedule someone 7 days to work they should have at least 2 days off. if this is happening between more than one employee the best thing to do is have a staff meeting and reinforced the company's policy on calling out or if there is no such policy make up one and also let your staff know that their time will be monitor very closely and that you will be writing up people for excessive call out and 3 write up for the same issues will equal to suspention and up to termination.
2007-03-20 14:16:28 · answer #4 · answered by carline30 2 · 0⤊ 0⤋
1) Get the policy changed
2) Require a note from a health care provider for any absence
3) Offer an incentive (such as a day off with pay) to anyone who does not call in for a month, a quarter, or whatever time period is of benefit to you
4) Document performance issues so you have backup if the slackers file a claim against you
2007-03-20 14:11:32 · answer #5 · answered by Mel 6 · 0⤊ 0⤋
As manager, it'd be nice if you were able to enforce your own attendence policy. W/o a doctor's excuse, or other substantial reason, those who call in simply wouldn't be placed on the schedule for the next week. However, that may place a strain on the business for lack of labor.
If you hung up a sign that said something like, Attention: all call-ins without proper excuse will be subject to immediate termination (they don't have to know you're bluffing) maybe they'd think twice about it.
Can you assign some menial tasks to those that call in?
2007-03-20 14:11:14 · answer #6 · answered by curlygirl 2 · 0⤊ 0⤋
Document when they call in. Establish a written policy yourself. Tell them when they call in that they will be fired if they don't come in. Start interviewing replacements so you have someone to call when you can one of the losers.
Keep records on employees latenesses and no-shows. Fire the employee if you are losing money.
Before swinging the ax on this person, find out if they have personal problems. They may just be taking off to go to interviews. Find out what's wrong and if the answer is bullS, fire them on the spot.
2007-03-20 14:06:22 · answer #7 · answered by Tellin' U Da Truth! 7 · 0⤊ 0⤋
Why is the employee scheduled 7 days a week?
I would sit down with the employee and find out the real reasons for the absences. Sometimes they will just confess that they really don't like the job and it works out. Othertimes, the schedule may conflict with personal life needs that can't be ignored, such as children, sicknesses, etc..
2007-03-20 14:07:31 · answer #8 · answered by Riannaa 2 · 0⤊ 0⤋
Revise your policy. Call a staff meeting. Hand out a list of company rules covering missed work days and lateness. Sick days will only be honored if there is a note from the doctor's office.
Hope this helps.
Regards,
Bistro
2007-03-20 14:15:30 · answer #9 · answered by Bistro 2 · 0⤊ 0⤋
Well my boss is asking same thing since everyone is always sick...although we are breathing air recycled since 1904 and the vents have not been changed since before WW2..so they are bringing it on themselves here.
Tell your employees that due to attendance you will be changing the schedule to give those who show up to work 1st pick at hours
2007-03-20 14:13:55 · answer #10 · answered by Anonymous · 0⤊ 0⤋