Hi,
I suppose the flip side is that by giving any 'targets' it is almost giving permission to take x amount of time off. Like back in my nurse training - you could have (some read also as 'take') I think, 3 weeks of sick in the 3 years before having to make time up to get your qualification!
How do they prove they are being fair to all employees - e.g. some would probably claim a bit of ageism for example - in my experience older people take less time off than youngsters??
One company I work for gives attendance or behaviour improvement notices - with a specific target of maximum of 'x' amount in next 3 months.....!! - they seem to work quite well if someone has a short-term absence problem (better than I was expecting and many have no absence!) and clear expectations if they are truly unwell of the process to follow.
Also, seems very time-consuming and complex, let alone the reporting - how are they going to benchmark that for the reporting they have to do as a local authority?
Hmm, interesting one....
Catherine
----- Original Message -----
From: "Andy Sidle" <[log in to unmask]>
To: <[log in to unmask]>
Sent: Friday, December 10, 2010 3:20 PM
Subject: [OCC-HEALTH] Attendance Management conundrum
Dear list,
My present employer, a large inner city council, has decided to refocus its
efforts on sickness absence and has asked occupational health for advice on
the feasibility of its HR dept setting "differential sickness targets by
occupational group", based on a wide range of physical, occupational, age
and gender variables.
My question is, does anybody currently work in an organisation where there
are different absence targets set on such variables for different
occupational groups? and if so, can you share your views and experiences on
the effectiveness (or otherwise), and how the organisation arrived at its
targets please.
Many thanks
Andy Sidle
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