Newsletter 4 - spring 07 v2

Managing Absenteeism
Sick leave or absenteeism can be a common Unjustified absenteeism
problem and one which is often difficult to manage. Sometimes a manager may feel a worker’s
For the purposes of this article, we define sick leave absence is unjustified and they are taking or absenteeism as prolonged or frequent episodes advantage of the employer. It’s often difficult to of absence from work. We would also advise prove this but in these rare cases, there are some seeking legal advice on this complex problem. steps which may be taken to encourage the What are the causes?
• If allocated sick leave is exceeded, then a There are many causes of absenteeism. It’s helpful to divide them into two broad categories – the first requirement of the use of annual leave could be considered. This of course should only be after discussion with your Human Resources Health concerns are numerous but may include physical illnesses such as asthma, heart disease, • migraine headaches, frequent flu’s or colds or more If possible, the employer should request a ominous causes such as drug and alcohol abuse. Dr Simon Ryder-Lewis
Fatigue is another cause and can be a response to changes in shift pattern or stressors outside the • Accident or Incident/Accident Report forms, where appropriate, should be filled in strictly The second broad category is psycho-social. This includes problems at home, financial pressures, • A meeting with the staff member and a support person showing them where the sick leave falls in relation to public holidays or long Recognising the problem
It’s often difficult to determine the cause of management has identified a pattern in the absenteeism. It can be easy enough to check sickness records and see a person has been away • It is always useful to refer the worker to the from work on a frequent basis, but it’s more difficult to determine why. It is recommended you monitor occupational doctor with a request for advice Our Services
your staff sick leave rates on a regular basis so you on alternative duties. Many companies are are able to recognise any cause for concern. now able to provide alternative duties of a sedentary nature which keep the worker in the What action can a manager take?
workplace. For example, a worker suffering Having recognised a staff member is away more from recurrent back pain may be certified as than would be expected; the manager can start by fit for a sedentary job sitting at a desk. If it is within discussing the problem with the individual and a support person. (We’d also advise getting legal upskilling the worker at the desk by reading advice on this). Such meetings can help to get any Health & Safety manuals, for example, is a issues or problems concerning the workplace or useful way to ensure attendance at work. The work organisation out into the open. With employee continues to contribute to the com- permission from the employee, the manager can pany by reviewing Health & Safety policies also speak with supervisors and work colleagues to get more information. An open, honest and frank The sickness absence tool kit
discussion may reveal simple strategies to manage and solve the problem together. Sometimes, an occupational doctor is not avail- able to the company. In these cases, the worker’s Difficulties arise if the relationship between the family doctor may be consulted. Some family worker and the manager breaks down. This is doctors may not be aware of the existence of usually the time when an independent third party, alternative duties or the finer points and Health Monitoring such as an occupational doctor, is called in. The requirements of each task in the workplace. occupational doctor is in a good position to Written consent is also required in order for the determine the cause of the time off work and, doctor to release information to the employer. importantly, whether it has been caused by the work There are a series of specific questions which should be asked of the doctor, including whether the absences are justified, whether they are The doctor will take a detailed history and carry out related to the work environment and what should a thorough medical examination. They can also be done to return the worker to full productivity. discuss any concerns with the employees’ family An initial meeting with the individual is often all is doctor and obtain further information. A report can needed to address concerns and you are able to then be issued to management outlining the nature put in place simple strategies to help the employee. Sometimes further support is needed of the problem – along with detailed steps to be taken in its resolution. This may include, for by a health professional. Work Health Solutions example, a graduated return to work on light duties can provide you with some advice on what to ask for. Please contact us about your requirements. SOLUTIONS is produced quarterly by Work Health Solutions Limited. If you wish to contact us, please phone 04 529 7375, or email [email protected] www.workhealthsolutions.co.nz Up to 47% of New Zealanders will experi-
ence mental illness during their lives.
He hadn’t taken any annual leave for the Case Example: 2
In any one year, 1 in 5 people may be Bob with work-related anxiety. She Mary was a fork lift driver at a factory. affected. The most common disorders seen depression. There are other illnesses such and the company arranged for an safety. She didn’t seem to be “herself” concentration wasn’t what it used to be. and didn’t join the others for their meal rotating shifts of 8 hours per day and was feeling hopeless and poor sleep. There can headaches, chest discomfort and abdominal upsets. It’s important to remember alcohol returned to work. The situation steadily hitting him with the front corner of the Stress Disorder is a psychiatric condition associated with a frightening or unpleasant anxiety, this was felt to be unnecessary. doctor. It turned out Mary had a history incident such as an assault or a witnessed Bob’s symptoms gradually settled over a the death of her grandmother. Her family crossing accident. Workers suffering from this condition may show a slow decline in combination of depression, shift work and their interest in work and their ability to per- form. There can be associated feelings of problems increase the risk of accidents. anxiety, disturbed sleep and “flashbacks”. mental ill health should be seen by a doctor. factory where she would not have to work The doctor will attempt to answer several questions including: What is the diagnosis? several weeks, working the day shift until Is work part of the cause? What treatment is available? And: What can be done to Following this, she was able to return to driving the fork truck on the day shift. It was felt the combination of shift work and the antidepressant medication made it Case Example: 1
unsafe for her to return to working the night shift. Bob was a 40 year old manager who was well liked by his staff. He Mental illness at work is often very compli- cated. Although it is usually relatively easy The above case example illustrates what can to determine whether work factors are im- his ability to make decisions was not as happen when work pressures become too portant in the cause, managing the condi- much. Restructuring and changing of tion can be difficult, time-consuming and workloads are well recognised triggers for expensive for the company. As with all stress and anxiety. They can also lead to aspects of healthcare, prevention is prefer- depression. The risk can be reduced by able to cure. Workers with a mental illness involving staff in the planning process as require understanding and patience; it is an much as possible and seeking their feedback on the impact of proposed changes. When and managers who notice a change in managers become aware of the possibility mood, poor work performance, decreased in Bob’s home life. He had a good that a staff member may be suffering from a relationship with his wife and there were mental illness, It is important to have them should ask their colleague to see the com- assessed as soon as possible. Some mental pany doctor. Even before this assessment illness and the medications used to treat takes place, it may be wise to take the year ago and this had resulted in Bob’s them can lead to safety issues at work. affected worker out of any high-risk envi- Modification of work duties and hours could ronment. If you are concerned about someone in your workplace, please don’t hesitate to give us a call to discuss it The general health information in this publication has been researched using reliable sources and is believed to be correct. However individual situations differ and no liability of any kind is undertaken to any person in respect of the information produced. Decisions on your own or others personal health and medical care must be made in consultation with your doctor. These materials are not intended to be legal advice. Therefore, readers should not rely on anything stated, and the author is not liable for any errors or omissions, in the materials in respect of a particular issue or circumstance. The reader must seek his or her own legal advice. PO Box 48104, Silverstream 5142, Wellington, New Zealand Ph: 04 529 7375 Mobile: 021 362 775 Fax: 04 529 7375 Email: [email protected] Web: www.workhealthsolutions.co.nz

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