Seasonal staff and migraines
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Recently one of our younger staff called out sick with a "migraine" and it reminded me that summer was approaching. We hire about 100 seasonal summer staff for 3 months.
Every summer, we will have folks call in sick with "migraines". To me, it seems like an easy excuse although I know migraines are very real and can be extremely debilitating.
I want to weed out the folks who stayed up too late or watched too much TV and have a "headache" or are just tired from the true migraine sufferers.
One thought I had was to tell the summer staff at orientation that if they suffer migraines they can provide a doctor's note in advance so that we'll know they may need intermittent leave.
My understanding is that migraines generally don't just "appear" and that people that suffer from them usually have some history.
Any feedback on that approach or other advice?
Every summer, we will have folks call in sick with "migraines". To me, it seems like an easy excuse although I know migraines are very real and can be extremely debilitating.
I want to weed out the folks who stayed up too late or watched too much TV and have a "headache" or are just tired from the true migraine sufferers.
One thought I had was to tell the summer staff at orientation that if they suffer migraines they can provide a doctor's note in advance so that we'll know they may need intermittent leave.
My understanding is that migraines generally don't just "appear" and that people that suffer from them usually have some history.
Any feedback on that approach or other advice?
Comments
All that aside, and even though I realize that migraines are a commonly overused excuse for calling in sick, I'm also leery about singling out a particular medical condition and asking for confirmation in advance of the employees ever calling off with that particular condition.
That way, you can address these on an individual basis rather than singling out any one condition.
If an employee callls in frequently with the same reason, you could explain to them that they are not meeting your attendance requirements, but if they can provide documentation, you would consider making an exception. Just be sure to treat them all equally. A seasonal employee wouldn't work enough hours to qualify for FMLA leave, but you probably would have to consider the ADA. Poor attendance is very rarely required as an accomodation even then. We do have a poicy that requires a doctor's note to come back to work after 3 days of absence.
I know it's frustrating when you think someone is lying to you about the reason for not coming to work (many of our employees don't even give a reason when they call in), but there is little you can do about it as long as they are meeting your overall requirements for attendance.
Part of what I am seeing is a general attitude that says "If I don't feel good, I shouldn't have to come to work."
Let them know your attendance expectations, and then let them know again. Explain that others count on them to be there, and that they should always come in unless they are contagious or UNABLE to work.
Good luck!