Q. We have a new administrative employee in our medical office who missed 22 days of work in her first nine weeks. She has doctor excuses for illnesses for most of the days, but my front office is a shambles. Can I put her on written warning for excessive absences? Can I terminate her?
A. It depends. To evaluate whether you can discipline or terminate the employee, you need to review several issues.
Do you have anpolicy? If so, has she violated it?
Does she have a disability protected under the law? If so, it may be that she is entitled to a reasonable accommodation for absences caused by the disability, unless the accommodation poses an undue hardship. That means that you would be precluded from disciplining her.
Have any other employees had similar absenteeism records? If so, how have you treated them? You must be consistent in addressing attendance issues.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/11840/what-factors-should-i-consider-before-firing-a-new-employee-for-excessive-absences "
- Federal employment law spotlight: FLSA, OSHA, wage discrimination
- Alcoholism isn't always an ADA disability
- Court Reversal Preserves 'Ministerial Exception'
- The right way to prepare for layoffs … and some alternatives
- One less tune for whistle-blowers to play: Sarbanes-Oxley Act trumps Colorado common law