The Problem of Terminating Difficult Employees Who Have Chronic Absenteeism
Terminating difficult employees requires you to keep a few very particular things in mind. Find out about potential problems with terminating difficult employees with help from an author, executive coach, and motivational speaker in this free video clip.
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Hi, my name is Colette Ellis. I'm an executive coach, founder of Instep Consulting and author of "Focus On Your Vision." Today I'm going to discuss the problem of terminating employees who have chronic absenteeism. As a manager it can be difficult to know when and how to terminate employees, particularly those employees who have many recurring absences from work. Your first step is to know what is protected absenteeism. The Family Medical Leave Act allows employees to have between 12 or 26 weeks of absences from work within a 12 month period. These absences can be for their own medical conditions, to care for a sick family member or to take care of an injured or ill service member. The American's with Disabilities Act, also suggests that employers provide reasonable accommodations for employees who have disabilities and this may include time off from work. You want to make sure that you have a very clear attendance policy. In that policy provide guidelines to employees as to how and when they should report their absences and finally you really want to keep effective attendance records. These attendance records can be helpful for documentation both for provide notices or warnings to employees as well as can help protect your company if any employee should sue after being terminated. So those are just some of the problems of terminating employees who have chronic absenteeism. Let me know in the comments area if this information was helpful for you, and feel free to share any information that you have come up with on your own. This is Coach Colette, sharing tips and ideas on how you can be happier in the workplace.