Absenteeism affects every organization in different ways. ... Absenteeism does not discriminate and affects individuals no matter their sex, race, or religion. It is important to acknowledge that absenteeism has consequences and most importantly that it costs organizations money. By understanding why employees sometimes choose not to come to work when they are fully able and capable, employers can reduce unnecessary effects of absenteeism.
DEFINITION
There are several definitions of absenteeism. ... This still qualifies as absenteeism, and still would even if the employee was not legitimately sick. It is important to add that absenteeism can be paid, unpaid, excused or not excused to clarify that all fall under the category of absenteeism. Scheduled absences, however, regardless of whether they are paid or excused or not considered to be absenteeism. ... Absenteeism can affect up to “seven distinct though interrelated groups: the individuals themselves, their coworkers, the larger work group, the organization and its management, the union and its leaders, the family, and, finally, society at large. ...
Next, coworkers are affected by absenteeism. ... Absenteeism “can allow people to learn more jobs, thereby creating greater crew flexibility in meeting production challenges brought on by various reasons. ... ”
Next, absenteeism has many consequences for the family. ... For example, if there is a problem with a child, a worker could miss work in order to attend a parent-teacher conference. On the other hand, an absence in work could mean less income for the family and an increase in family conflict if, for example, the absent worker interferes with the routine of his or her spouse.
Lastly, society at large is affected by worker absenteeism. ... No matter how one looks at it, absenteeism is expensive and hurts the profits of organizations. Total employer productivity losses due to absenteeism exceed $12 billion annually. This is perhaps an organization’s biggest reason for wanted to decrease absenteeism. With all these consequences “it is not surprising that absenteeism has attracted the abundance of research attention that it has. ... First, it is necessary to determine the nature of the absenteeism in the organization. In other words, by looking at the specific patterns of absenteeism in one’s company, it will help when creating the attendance policy. ... Management needs to research the absenteeism in its organization in order to get a better picture of the pattern(s) of absent employees. ... ” This extra effort of trying to understand absenteeism will help management decide on an appropriate “attendance improvement policy. ...
Preventative measures take into account the most common reasons for employee absenteeism. ...
Lastly, when creating an attendance policy employers should “determine what constitutes excessive absenteeism.” Will excessive absenteeism occur when an employee is absent more than 3 times a month? ... By determining what constitutes excessive absenteeism, an employer will be ready when faced with a situation pertaining to this issue. ... If an employee is aware that his or her attendance is being monitored, it may also affect absenteeism.
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