Overpowering absenteeism

The ECA recognises that in times of economic uncertainty employers need to effectively manage the use of resources and, in particular, the most important resource, the human resource.

To ensure that the organisations remain efficient and competitive in these times, the employer needs to be innovative in presenting ways to keep the workers engaged.

Attendance does not equate engagement or productivity.

However, by attending work regularly and making a solid contribution, the employees can add value to the bottom line and help the organisation to achieve its overall organisational goals.

The Industrial Relations Act Chapter 88:01, informs all workers in Trinidad and Tobago are allowed to take at least two days’ sick leave without any supporting medical certificate from a registered medical practitioner. Employees are infamously known to often take advantage of this and abuse the system by strategically absenting themselves from the workplace to extend long weekends or simply to have additional time to conduct personal business.

Additionally, the Minimum Wages Order enshrines the right to vacation leave and sick leave but unfortunately, these rights are not always used in the most responsible manner. Supervisors have the responsibility of tracking the employee’s absences to notice any trends in their attendance and speak to the employee regarding the observation. As management, the Supervisor should also highlight it to the Human Resource Department to ensure that it is documented.

Documentation is key when executing progressive discipline.

Each organisation should have an absenteeism policy which clearly sets forth the criteria for absences which are allowed, and what behaviour will subject the employee to discipline.

A predetermined plan should be available to execute if and when the time comes that you must take steps to address excessive absenteeism.

Employees should be aware of that plan and it should be communicated via staff meetings, workshops and even on the company’s notice boards. Once the supervisor along with the HR personnel believe that the employee has legitimate reasons for their absences, the organisation should consider other options for employees such as flexitime programs and even counselling if necessary.

In summary, a strong communication effort to improve everyone’s understanding of roles and expectations should be present.

A mechanism to track absences and gather valuable data, and consistently applied processes will collectively go a long way in reducing instances of absenteeism and lost productivity.

Even with the implementation of company policies, and especially in Trinidad and Tobago, we are subjected to the dominance of practice over policy. Thus, it is important that the employer make sure to train all supervisors and managers to ensure that the policy is being fairly applied.

The information presented here is intended as reference only. In this regard, the Employers Consultative Association of Trinidad and Tobago and the Employers Solution Centre do not represent the information herein to be definitive or all-inclusive