The basic employment bargain is employee attendance in exchange for employer pay, yet employee absenteeism is one of the biggest management challenges – and one of the biggest drains on workplace productivity and morale. The challenge is more complex when the employee’s absenteeism relates to a characteristic protected by human rights laws, triggering the duty to accommodate. Despite the challenges, the benefits of successfully managing attendance are numerous. To achieve this, managers and supervisors need a systematic approach to managing absenteeism that balances both employee and employer rights.
Learning objectives:
• Culpable vs. Innocent Absenteeism. Why it’s important to classify absences as “culpable” and “innocent” and how to classify and manage each, including when and how a manager should discipline for culpable absenteeism and coach for innocent absenteeism; and when an employer can dismiss an employee for innocent absenteeism.
• Verification of Absences. The medical information and non-medical information to which an employer is entitled from an employee to classify and verify absenteeism.
• The Duty to Accommodate. How absenteeism can trigger the duty to accommodate and how to fulfill the duty.
Upcoming session: Thursday, February 29th 9:00 a.m. to 12:00 p.m.
Facilitator: McInnes Cooper
Register here: https://events.teams.microsoft.com/event/6f08491a-d3c0-4213-8ca9-548c1bf1bead@c86b09eb-7ad7-4aa2-9d82-98a45bd8ec19