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https://www.citehr.com/605083-late-c...e-whether.html
Further to very valid pointers from the team on this platform, I would like to emphasize that all organisations suffer when there is staffing issue - which has direct impact on deliverables - therefore to address the concern raised here on late coming on account of being sick (as managers we are kind to give benefit of doubt when such reports are given) as managers we must also engage in robust performance management and review it against deliverables for each one. I can confirm that I have tried and tested this process of studying the pattern of such requests of leave of absence or late coming and recorded.
Found that I had actually hired Mr/Ms XYZ to perform for a specific task however the gaps remains due to these reasons and hence had a chat with them to share with them the impact of their decisions.
On matters of sick leave - I was also taking an empathetic approach to see how often the person is falling sick and with what ailment - researching has more often than not shown overburden staff, lack of time management on personal side of life from individuals and ensured there was robust recruitment plan in place to cover pre-employment checks. In both cases managers must closely review the job role created to see whether it is realistically burdened or not and if it has impact staff health company is directly responsible for staff health and must make immediate amends to job description. And lastly its around time management skills then staff should be put in performance improvement plan and assisted to deliver his objectives.
Hope this helps to approach HR Management in a holistic manner.

From India, Chennai
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