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Absenteeism Management

/Absenteeism Management

 

absenteeism (ˌæbsənˈtiːɪzəm): Habitual failure to appear, especially for work or other regular duty.

Infinite Risk provides corporate clients with the atWork or ‘Back@Work’ unscheduled leave management solution. The programs provides a single comprehensive view into the many aspects of employee absence, from traditional leave to unscheduled absences. The programme is implemented by the organisation in their environment or outsourced to Infinite Risk.

Absence data is often trapped in silos 

To effectively manage employee absences, a company must distinguish among different types of absence and different types of employees, as leave policies and benefits can vary widely within a single organisation. There are numerous variables that need to be managed for every category of worker

The benefits include:

The differences between what you have now and back@Work, gives you complete visibility into absence on a real time basis from anywhere in the world. You know who’s on leave, for how long, and why. And as a result you can be more proactive and in control.

The programs build a comprehensive database of staff absenteeism that will allow:

  1. monitoring and analysing of the health related statistics
  2. generate accurate, up to the minute reports for use at various levels of your business
  3. draw comparisons between groups in a company
  4. identify potential temporary, permanent health and disability trends
  5. execute interactive cross references using a simple question and response system
  6. identify psychosocial problems, the cause behind numerous disabilities
  7. identify potential untreated life threatening illnesses
  8. address medical emergencies in co- operation with our Employee Assistance Programme and medical evacuation partners

You will now have accurate and up-to-date information to formulate your strategy in reducing absence, improving employee well-being and increasing productivity. Other benefits include:

  • Reduced labor costs
  • Lower risk of non-reporting
  • Improved employee morale

SHORT TERM ABSENCE 

The Case Managers’ role in managing short term absence is accepting a New Absence and accepting the End-of-Absence. The Case Manager assesses each case and determines the expected Return-to-Work (RTW) date.

Effective interventions in managing short-term absence include:

  • return-to-work interviews
  • disciplinary procedures for unacceptable absence levels
  • involving trained line managers in absence management
  • providing sickness absence information to line managers
  • restricting sick pay
  • involving occupational health professionals.

Return-to-work interviews can help identify short-term absence problems at an early stage. They also provide managers with an opportunity to start a dialogue with staff over underlying issues, which might be causing the absence.

LONG TERM ABSENCE 

Research shows that absence of eight days or more accounts for almost 40 per cent of total time lost through absence and absence of four weeks or more accounts for about one fifth. Consequently it is vital, organisations have a formal strategy in place to help employees return to work after a prolonged spell of sickness or injury- related absence.

The Case Manager of the atWork programme plays an active role in following-up the absent employee to monitor their RTW date. Recovery Checks are implemented for assessing if the employees recovery is going according to plan. They also assess if the employee has recovered sufficiently to return to their original position or if they have not fully recovered, they may return to work in an Adapted Work capacity. This is where they may perform a different role or different hours to their normal role or hours, until they have fully recovered.

There are four key elements in the atWork return-to-work and recovery programme.

  • Keeping in regular contact with sick employees – using a sensitive and non- intrusive approach.
  • Planning and undertaking workplace controls or adjustments – some obstacles may hinder an employee’s return to work. A risk assessment can identify measures or adjustments to help workers return and stay in work.
  • Using atWorks internal and external health professional for advice and treatment – plays a major role in a speedier return to work.
  • Planning and co-ordinating a return-to-work plan is agreed by the employee and the line manager.