Features Of The Employee Absence Management - Dissertation Example

A man may not come or go as he pleases; he may always apply for leave to the foreman, but if he leaves without notice, then, on his return, the reasons for his absence are carefully investigated and are sometimes referred to the Medical Department. If his reasons are good, he is permitted to resume work. (Ford 1922/2005)SHS employ circa 950 staff at the JCUH site, in a facilities management role. In such a service providing role, the employees represent the single largest expense to the business, and as such, the cost absenteeism can be a huge burden upon resources.

As a result, the organization is extremely interested in the most effective way to reduce levels of absence.The CIPD Annual Survey Report (2009) cited the average absence per employee as 7.4 days per year, with the average cost per employee, per year as £692. Now whilst this already represents a significant cost to any employer, the most readily comparable figure for rates of absence in the CIPD report, was Public Sector Health, (this being particularly relevant, as many of SHS’s employees had transferred from the NHS) which showed an absence rate of 4.

8% resulting in an average of 11 days lost per year per employee. As the sickness rate at JCUH has been fluctuating between 7% and 8%, this is clearly above the national average and makes it of particular concern.Additionally, these figures only demonstrate the cost of the absence per employee, and do not consider any extra expenses incurred with having shifts covered by another employee, possibly on enhanced overtime rates of pay, nor do they consider any loss of service, or goodwill that may result from high levels of absence.