Excessive Use of Sick Leave

cxc

I represent an employer with fewer than 12 employees. His administrative assistant is frequently absent. He wants to implement a new sick leave policy to address this situation. He wants to implement this policy and proceed to terminate the employee if her attendance continues to be erratic and unpredictable. This is causing too much distruption to his practice. Any experience or tips you have to share will be much appreciated.

System

the boss should announce the implementation of the new policy as soon as possible, so that everyone knows it exists. Prior to the employee being fired, during the period of absences, the boss should be counseling the administrative assistant as to how he views the attendance problems, the number of hours, incidents, etc. and the impact its having on the work. Make it objective presentation, not personal from his part. Bottom line she needs to be at work more (whatever th eexpectation is). He also should listen to what she has to say. I'm sure that if there is some way to keep her, he'd rather do that, than to fire her and start with a new assistant, as long as the attendance problem "goes away." Maybe she'll identify a particular temporary reason, such as illness that is being treated, that's causing problems. Perhaps they can work something out, such as what she is going to do to improve, and then he holds her to it. Document the cousneling and the efforts.

cxc

Thanks so much for your thoughtful answer.

Theresa Gegen TX

Having a sick leave policy is a great idea. But when you are putting it toghether, try not to let the "tail wag the dog" -- if you focus the policy too much on this one employee's behavior, you may not be able to live with the policy for all other employees. So you should try to write a good policy that you can live with regardless of this bad employee.

Good Luck!