HOW DO YOU DEAL WITH STAFF WHO THROW “SICKIES”?
When an employee phones in sick do you ever suspect that their absence may not be genuine?
Dealing with frequent short term absences can be difficult for employers. However, the launch of a new mobile phone app, “Skiver” from Gospelware, makes it even harder to tell who is genuinely ill and who is throwing a “sickie”.
The app promises to provide the perfect cover story so that “lying to your boss has never been so easy”. Just chose the number of days you would like to have off work and the app will offer you details of relevant illnesses and their symptoms. It will even send an email to the employer to avoid that awkward phone call to work.
So, how should you discourage this type of absence from your employees?
Have written procedures outlining your rules on sickness absence and how sickness will be monitored and handled.
It is important that all employees know who they have to inform if they are off sick. 25% of employers now accept text or email messages about sickness, but a personal phone call makes it more difficult for the employee to fake illness.
Procedures must be applied consistently otherwise employees may feel that they are being targeted unfairly. Written rules provide your defence against claims of unfair dismissal or disability discrimination.
Monitor sickness absence and keep records of reasons so that you can detect patterns.
It is useful to set trigger points that prompt further action. For example, all employees are invited to a meeting after 4 short term absences in a 6 month period. You will need to comply with Data Protection laws to keep this kind of sensitive data on record. This may require adding a clause on data protection to your contracts and ensuring that you keep such information confidential.
Hold return to work interviews after every absence.
This is a proven method of reducing sickness absence, especially for companies employing fewer than 250 people. A recent Employment Review survey of 182 organisations showed that introducing return to work interviews cut absence levels by 67%.
According to the CIPD’s 2007 Survey, the annual cost of absence was £659 per employee, so it is cost effective to spend a few minutes asking your employees about their absence.
Never accuse an employee of throwing a” sickie” without solid evidence.
Stay open minded when talking to the employee about their sickness and do not imply that you do not believe them. Look for patterns in their absences.
If necessary seek their permission to get medical information from their GP to find out if there is any underlying health reason for their frequent short-term absence.
If, after proper investigation, you have reasonable grounds to believe that the absence is not genuine, don’t be afraid to take disciplinary action.
Your employee should be given a chance to improve their attendance levels before you begin disciplinary action. There may be problems at work or home which are causing the absences and which may be difficult to talk about.
You should give them clear warnings at every stage of the possible consequences of continued absences. If there is no improvement despite formal warnings, then dismissal is an option as a last resort.
However, it is advisable to speak to an HR Adviser at an early stage as the process must be handled carefully, fairly and consistently. This will ensure that you avoid employment tribunal claims of unfair dismissal or disability discrimination.
For further information and specific advice call Sian King on 01865-261145 or Fiona McClure on 01865-261188.