“Employee constantly sick, how do I get rid of him?”
by Rob and Diana on 11/05/10 at 12:01 pm
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Before going any further – check the attendance records to make sure that your irritation about “constant” absence isn’t merely a case of absence on a day when you needed him/her most. If you don’t have a system already, establish one to monitor ALL staff. At the least, it should cover who, when absent and type of illness.
Do you have clear policies and procedures explaining the standards and required responses of staff? Are your staff aware of these policies, or are they just assumed?
“How do I get rid of him?” is the wrong question. Good managers genuinely investigate each situation, get to the reasons and then follow through on pre-explained consequences. Detecting absence timeously and a focussed discussion about the absence with the employee on the day of return goes a long way to reducing absenteeism generally. Managers should rather look to change behaviour than dismissal.
Apply the right process to each of the three possible scenarios:
1. The employee is AWOL (absent without leave)
Typically in these cases, an employee has not called in to request or explain the absence. Apply the company’s disciplinary procedures
2. There is sick leave abuse
This could be evidenced in regular patterns of sporadic absence – e.g. Fridays or Mondays off, one or two days a month. In these instances, adopt a problem-solving approach (not just a series of warnings). Try to get to the real cause, discuss options and come up with an agreed plan of action for the future. Document it.
3. There is genuine illness or disability
This requires a counseling process to discuss how or if the employer can reasonably accommodate the disability /illness (if such accommodation is not too expensive) or consider alternatives that result in a mutual settlement. These situations can be complicated so you would do well to act with advice before setting up an ill-health enquiry.
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