Sick and Tired

Dear Evil HR Lady,

We have a problem with staff taking their sick time as soon as they earn it. This leaves us with reduced staff coverage in several departments and problems. What suggestions do you have to reward a team or staff for not taking their sick time as soon as they earn it.

Thank you

Sick of Sick Time

Dear Sick,

Well, this is a problem. What happens when they really do get sick? Do they come in to work and spread germs or do they get "extra" sick time to compensate?

I think the answer to this question is highly dependent on the type of work your employees do. I, technically, have unlimited sick time. (3 days requires a doctor's note and on day 4 you have to be on short term disability.) However, I still have to get the work done. This means, that even if I feel terrible, I'm working on my laptop at home. Everyone with a laptop does the same thing. Sick, healthy, it doesn't matter. Work has to get done. Therefore, while we may have some abuse of sick time, there isn't much.

However, if your workers are factory workers, the line won't wait for them to get back. Therefore, taking a sick day has no "work" consequences for your employees. It may hurt overall productivity, but you're going to be hard pressed to convince people that their one "extra" day is going to affect things overall. And that person's extra day won't--it's everybody doing it that is the problem.

You need to change worker's motivation. You can do this in positive or negative ways. A positive way: Reward workers for unused sick time. Can you pay out unused sick days at the end of the year? Government employees frequently have this perk.

Another positive way: Instead of a straight payout for unused sick days, give a bonus to the whole workforce that is based on productivity. As part of your calculation, sick time would be used. If the bonus is good enough and sick time is a big enough chunk, you'll get peer pressure to only stay home when you are really sick. (I have yet to see anyone want their co-worker around when said co-worker is puking.)

A negative way: Reduce vacation time and lump sick and vacation time together into one "Paid Time Off" lump. Then, it won't matter to you whether they are taking time off to go skiing or because they are puking.

Another negative way: Require a doctor's note for any sick time. This adds an undue burden on your employees, though. Even with health insurance, doctor visits cost the employee (and the company) money. Plus, most illnesses (even the ones where you feel terrible) don't require a doctor visit.

As much as I hate to say it, you may be offering too many sick days. If people feel they can take them as extra vacation, then they either like gambling with the flu or know they will be given time off anyway when they are really sick.

Is morale at the office so low people can't stand to be there? That's another cause of absenteeism. Work on making your employees happier and they won't be looking for as many excuses to stay away.

Good luck and I hope you feel better soon.

Evil HR Lady