Overview
Every supervisor will be faced with many challenges regardless the size of the work unit. Among the most complex of management’s responsibilities is addressing absenteeism. Disability due to illness or injury is probably the most common reason given by employees who are absent from work. Although it is reasonable for employees to be excused for occasional absences due to illness or injury, the challenge is to manage absenteeism so that the departmental goals are still achieved. The goal is to create a work environment where employees are motivated to return to work as soon as medically possible because they feel supported and they know their work is valued.
In recent years, laws and University policies have evolved into a complex labyrinth of rules and regulations that influence how absences are managed. Some of this legislation includes: the Rehabilitation Act of 1973, the Americans with Disability Act of 1990 (ADA) and the Family and Medical Leave Act of 1993 (FMLA). Additionally, there are collective bargaining agreements and Personnel Policies with varying language that pertains to absence provisions such as Leave of Absence, Sick Leave, Extended Sick Leave, and Pregnancy Disability Leave.
As a manager, you play a critical role in the University’s success. Your effectiveness and the effectiveness of your group is determined, in part, by how well you meet the responsibilities of your position. Part of your responsibility involves providing a safe and supportive work environment for employees who are ill, injured, or disabled.
Most people understand that absenteeism has a serious impact in the workplace. This Absence Management Manual is presented to give you a better understanding of how to approach the management of absenteeism. It will provide you the tools, background, and policy references to enable you to become an effective manager of absence and disability within your group.