developing a proactive attendance program

Strategies for Developing a Pro-active Attendance Support

Program

Katrina PhilopoulosManager Employee Health, Wellness & Respectful

WorkplaceFebruary 2014

The Main Ingredients

• Transparency

• Consistency

• Employee Support

• Accountability

• Collaboration

• Enhance Quality Indicators

Transparency

• Employee Survey Results

• Relationship Building

• Education sessions

• Availability on Internet

Consistency

• Define the program

• Capture principles and intent of

program

• Individuals are unique

• Variety of factors that affect each

situation

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.

Accountability

• Training and Education

• Regular Face to Face meetings

• Accountability to the WHOLE Employee

Collaboration• EAP• Healthy Workplace• Community Health

Teams• Workplace Conflict

Resolution• Behavior Institute

• Your Way to Wellness• EASE• Health Care

Professionals• Union• HR and Labor

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

Vignette #1

The supervisor indicated that she was not pleased and would not tolerate this type of behavior…

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.

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

The end result…

Temporary modified work arrangement

Katrina stays at work

Temporary modified work arrangement

Katrina stays at work