Offer to help. Rather than blame or ostracize a frequently absent employee, discuss the cause and propose solutions. Example: If the worker cares for an ailing parent, provide information on community resources such as volunteer nurse programs that can lighten the employee’s load.
Dangle paid time off. Reward employees who deliver superior results with time to themselves. This gives conscientious staffers a chance to earn the right to be absent.
Avoid double standards. Morale will suffer if managers are exempt from attendance policies that apply to support staff. Hold everyone accountable under the same guidelines.
- Lessons from Wal-Mart's employment-law missteps
- Track intermittent leave meticulously when you offset FMLA time with paid leave
- When essential duties are at issue, OK to base medical exam on FMLA certification
- Special analysis: Beware of employees who work interstate
- Address domestic violence with benefits