Developing A Proactive Attendance Program
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Transcript of Developing A Proactive Attendance Program
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Strategies for Developing a Pro-active Attendance Support
Program
Katrina PhilopoulosManager Employee Health, Wellness & Respectful
WorkplaceFebruary 2014
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The Main Ingredients
• Transparency
• Consistency
• Employee Support
• Accountability
• Collaboration
• Enhance Quality Indicators
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Transparency
• Employee Survey Results
• Relationship Building
• Education sessions
• Availability on Internet
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Consistency
• Define the program
• Capture principles and intent of
program
• Individuals are unique
• Variety of factors that affect each
situation
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Employee Engagement
• Opportunity for consultation with OH
• Assess employee’s accommodation needs
• Identify barriers to workplace attendance
• Assess for readiness for behavior change
• Establishing health SMART goals
• Navigation of health care resources.
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Accountability
• Training and Education
• Regular Face to Face meetings
• Accountability to the WHOLE Employee
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Collaboration• EAP• Healthy Workplace• Community Health
Teams• Workplace Conflict
Resolution• Behavior Institute
• Your Way to Wellness• EASE• Health Care
Professionals• Union• HR and Labor
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Scenario
• Katrina is a full-time employee. In the past 18 months she has had five periods of approximately two week absences on paid sick leave. During this period, Katrina has also developed a pattern of being late for work and off sick on Mondays or after statutory holidays.
• Colleagues have noticed that Katrina has become more isolated and has missed many of her deadlines over the past few months, resulting in co-workers having to pick up her workload. They are becoming annoyed by this behavior.
• Katrina’s supervisor has recently met with her to discuss her performance and absenteeism issues
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Vignette #1
The supervisor indicated that she was not pleased and would not tolerate this type of behavior…
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The end result…
A couple of days following this meeting, Katrina brought a doctor’s note indicating that she will be away from work for 12 weeks due to stress.
A couple of days following this meeting, Katrina brought a doctor’s note indicating that she will be away from work for 12 weeks due to stress.
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Vignette #2• The supervisor takes a more dialogue approach – one of curiosity and non
judgment
• Improving employee support: initiating dialogue for employees who may have accommodation needs
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The end result…
Temporary modified work arrangement
Katrina stays at work
Temporary modified work arrangement
Katrina stays at work