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Case Study 2: Sick Leave
Case study on sick leave
Case Study 2: Sick Leave
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Business Report: Paid Sick Leave
Word Count Approx. 1400
Introduction
Paid sick leave is an entitlement for employees within any organisation, it is meant to be used for when an employee is sick or has family obligations, such as caring for sick loved ones. As in the article ‘Anger at plan to cut medic’s sick leave’ unlike annual leave sick leave cannot be accumulated and employees cannot obtain compensation for sick leave not taken (2004). Paid sick leave is necessary for employees as the entitlement gives them the option for when they cannot attend work due to an illness, sick leave also helps the organisation, as employees with sick leave are able to work reliably and efficiently, and by allowing a sick employee off for a single day can prevent the whole organisation from catching the sickness and reducing productivity. However sick leave schemes are open to abuse, it requires strong administration and planning from the organisation’s human resources department as well as the employer. Researching and planning a sick leave policy plan in which benefits both the employee and employer would help reduce the problem of sick leave abuse while keeping the entitlement available. This paper will discuss what sick leave is, why and how it is abused, why it is a problem for organisations and what type of plans can be used to minimise the abuse of sick leave within an organisation.
Discussion
Sick leave is when an employee or employer takes a leave of absence due to an illness or family obligations such as a relative being in need of care. Paid sick leave is apart of an employee’s worker’s compensation package to provide job stability and flexibility to attend to personal health issues and family responsibilities. This is of c...
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This paper will describe the problem that Kelly experienced with her new job with the sick leave policy. We will discuss if Kelly should call CLAIR, or discuss this further with Mr. Higashi? What is this main dispute about for Kelly? For Mr. Higashi? In these types of conflicts is a compromise possible? What are the tangible factors in this situation? What are the intangible factors in the negotiation Is saving face more important to Kelly or Mr. Higashi? Why? Which are more important, the tangible or intangible factors? Is this true for both Kelly and Mr. Higashi?
U.S. Department of Labor Bureau of Labor Statistics. (2011). Nonfatal occupational injuries and illnesses requiring days away from work, 2010. Retrieved March 24, 2014, from www.bls.gov/opub/ted/2011/ted_20111117.htm
The steady rise of healthcare costs and the ever increasing cost of health insurance premiums are making it harder and harder for employers to pay healthcare premiums for their employees. In the past, it was almost a given that employers picked up the tab for health insurance coverage. The health coverage was usually exceptional with little or no money paid out of pocket by the individual for the insurance premiums. Those appear to be the “good old days”, with fewer and fewer employers shelling out money for health insurance premiums and demanding a larger percentage to be paid by the employee. Other employers are simply unable to financially provide healthcare coverage for their employees and have stopped all together.
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A recent study has shown that the US healthcare system deals with nearly 25 million cases of influenza each year. In a typical year, as many as one person in five in the US comes down with the flu, resulting in more than 200,000hospitalizations. The financial costs are huge, not least for employers. For each episode of illness, an employee typically misses between a half day and five days of work. The cost incurred due to reduced productivity and disruption to work flow; together with other indirect costs, is enormous.
Waine, B. (2000). Managing peformanve through pay. In J, Clarke, S. Gewitz and E. karban, 2001) MH
The Family and Medical Act (FMLA) of 1993 was America’s initial plan of “enabling workers to balance . . . work and family” (Cohen 213). Yet, many workers across the nation are unable to attain these benefits simply because their leave is unpaid (Cohen 214). Since the passage of the act, very little progress has been made in the fight for paid parental leave, causing the United States to be developmentally behind the rest of the world (Talbot). The United States’ family leave policy is severely inadequate and outdated. In order for the nation to progress politically and socially, reforming the present legislation into a model of paid parental leave can lead the United States in the right direction of growth. The current policy for parental
employee's job for a leave due to personal or family illness. It allows an employee to take up to 12
guaranteed 480 days of paid parental leave. The negative effects of the inadequate parental leave
The content of this paper is a condensation (compacted by >70%) of current knowledge regarding the administration of employee benefits as published by McGraw-Hill 2011 in “The Handbook of Employee Benefits: Health and Group Benefits, 7th Edition. Jerry S. Rosenbloom, editor”. This is the reference textbook for the International Foundation of Employee Benefits Plans (IFEBP), and Wharton (University of Pennsylvania), for those looking to certify as “Certified Employee Benefits Specialists” (CEBS).
The article for “Shirking: the War on Hooky” explained the difficult decision that a managers have to face with they coworkers abuse of absenteeism at work. Also the article evaluate how it causing companies billions of dollars when employees are taking advantage of the sick day policy and it decrease the productivity of the company workforce. The keys questions we have to keep in mind is sick day is generated from absenteeism, also it is part of any new or old employee orientation benefit package when they start working for an employer? The paper will describe different approached manager can used to reduce absenteeism among they coworkers. In how Human Resource should work with the managers to put in place a strong sick policy that represent the company needed and objective.
The most obvious problem a sick employee risks is spreading their illness. Suppose a sick employee shows up to work and spreads their illness to many of their coworkers. This now means that multiple people in the business are in the dilemma of whether to miss work and get behind or show up and spread their sickness. Not only will this affect the coworkers, but it will also put customers and the rest of the public at risk. Statistics have shown that when people are sick, they aren’t near as focussed as their usual self. This leads to the outcome of an unproductive day from a drained employee. A third factor that plays a role on those who come to work sick is a longer recovery time. If you do not allow your body time to heal from an illness, it will take much longer, thus implying there will be many unproductive days ahead for the ill
Yet, some organizations suffer from sick leave abuse, and abuse translates into lost dollars. In order to ensure this does not happen in the work place, employers must make the rules of the policy very clear and show no slack' when dealing with such abusers. Also, any problems the organization has with sick leave abusers need to be addressed immediately. If other employees see that others are getting away with the abuse of the policy, they surely will abuse it as well. (http://humanresources.about.com)
Suffield, L., & Templer A. (2012). Labour Relations, PH Series in Human Resources Management, 3rd Edition