|
|
This is only a preview of the paper
Click here to register and get the full text.
Existing members click here to login
|
|
|
Running head: WORKPLACE ABSENTEEISM—POLICIES AND PROCEDURES
Workplace Absenteeism—Policies and Procedures
Pamela Avila
University of Phoenix
Workplace Absenteeism Policies and Procedures
American companies lose an estimated $30 billion through the abuse of sick leave privileges, each year. A study conducted on absenteeism in the US (Blumberg, 2002) reported that small companies paid an average of $60,000 per year due to employee absenteeism, while large companies paid over $3. ... This paper will discuss the Family and Medical Leave Act (“FMLA”), how an organization complies with this law, and the tools utilized to assess the effectiveness of an organizations policies and procedures regarding absenteeism in the work place. ... Besides stress as a primary reason for employee absenteeism, other causes relate to alcoholism, domestic violence, and family problems. If you confront an employee about his or her frequent absenteeism, and they inform you it is due to personal problems, consider referring the employee to an Employee Assistance Program (EAP). If the employee’s absenteeism relates to a medical problem or a family member with a medical problem, you m ay have to consider allowing the employee to use the benefits allowed the them under the American’s with Disabilities Act (ADA) or the Family Medical Leave Act (FMLA).
Approximate Word count = 875
Approximate Pages = 3.5
(250 words per page double spaced)
|
|
|
|
|
|