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- Should I inquire about an employee’s every-other-Tuesday absence pattern?
Should I inquire about an employee’s every-other-Tuesday absence pattern?
- By John Wilcox, Moderator
- 3/31/2009 - 3:00pm
- Employee Relations , Employment Law
John Wilcox, Moderator
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John Wilcox is senior editor of 15 HR Specialist newsletters covering employment law, compensation and benefits, as well as theHRSpecialist.com. A journalist who has covered HR, training, organization development and business management for more than 15 years, John keeps his finger on the pulse of what’s working in HR through daily contact with some of the nation’s top HR pros, business people and employment law attorneys.
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6 Responses to "Should I inquire about an employee’s every-other-Tuesday absence pattern?"
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said this on 31 Mar 2009 4:26:39 PM EST
If you have ever taken Drug Free Workplace Training, this is the #1 pattern to watch out for. May not be drugs, but could be alcohol. You are also setting a precedence for other employees.
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said this on 31 Mar 2009 4:37:07 PM EST
Maintenance of good attendance is a condition of employment. I would meet with her as she has established a pattern - 6 absences in 3 months seems to be excessive, and periodic sick leave taken on a repeated basis may be viewed as abuse of the system. It is an employee's responsibility to establish legitimate illness or injury to receive sick pay, and there may be a good reason for her absences. I would certainly discuss it with her.
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said this on 31 Mar 2009 4:42:02 PM EST
Our policies give us the discretion to require an employee to present a note from a health care provider following any use of sick leave. We do not normally ask for it unless the sick leave usage exceeds three days, but have done it when we beleive an employee is abusing sick leave. I would simply tell the employee you have noticed a distinct pattern to her sick leave usage and are requesting the note to validate the necessity of the leave. There could be a very valid reason such as a standing medical appointment for her or a family member. Another way to address this might be to raise the issue she may be eligible for intermittent FMLA leave.
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said this on 31 Mar 2009 5:12:40 PM EST
You definately should address this with her but be careful how you do tis. You make want to tell her that you notice that she has been taking every other Tuesday off and ask if there is any way that HR could be of assistance to her. I agree that you may raise the issue that she may be eligible for FMLA leave. Do you have an EAP program? Offer her the information regarding this.. Do you have a sick leave policy? If so fall back on that if she is violating it.
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said this on 01 Apr 2009 8:42:25 AM EST
I agree with the folks saying she may be eligible for FMLA leave. Talk with her privately about the pattern. I once had to ignore this type of conversation happening in the next cubicle. Nothing was accomplished because the employee was uncomfortable talking about the issue in public.
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said this on 07 Apr 2009 4:22:12 PM EST
how should management react when when the peoples under them go to upper management with made up tales with the intent of putting pressure on you. when they are not allowed to do things that they should not be doing anyway not this is usually driven by the union
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