WHAT KIND OF ABSENTEEISM?
Is is important to keep in mind that absence may be either culpable or innocent; otherwise one risks having an attendance management program invalidated at arbitration. Culpable absence takes several forms, extending from fraudulently applying for sick leave at on end of the scale to lateness and failure to notify management of absence at the other. These may be dealt with through an appropriate disciplinary response. On the other hand, absence due to illness or injury is referred to as innocent absenteeism. While this may become so frequent or excessive as to undermine the employment relationship itself, and may ultimately justify termination, an employer is not permitted to respond with disciplinary sanctions. The reason for this is that a sick employee is genuinely incapable of performing his or her duties. In order to support its decision to terminate an innocent absentee employee, the employer must be able to demonstrate that the employee’s past record of absenteeism is excessive,
Related Questions
- How is the disabled employee made accountable for absenteeism from the secondary position due to an unrelated sickness or disability?
- How is the disabled employee made accountable for absenteeism from the secondary position due to the service-connected disabilty?
- What is the advice to schools/early years or childcare settings about high absenteeism?
