Employee Attendance Records

On Controlling Absenteeism

"Can I take a leave of absence?" This was the question of the employee. "If you want you can take a permanent leave of absence." This was the superior's response.

Seriously, attendance is a big factor in an employee's over-all impact to the organization. Though some would contest that some people may be at work 100 % but not really performing, that would be more of an exception rather than the rule.

If you are not around in the workplace, then how can you be performing? Unless you are able to contribute to bottom line even in your absence in the workplace, meaning your task is more strategic than operational. Still, you should be visiting in a periodic schedule.

More than these things, attendance is a hot button of most superiors, if not all. Just today, I find it quite queer to have talked to four (4) superiors who were raving on attendance concerns, and the issue involves supervisors not the rank-and-file. This makes the circumstances a little more controversial.

Case 1. The guy went on leave without notifying anyone, a day passed, and another day passed. His reason was he was not feeling well and can't go out to call using a public phone.
Case 2. The guy has to go to the province since a relative is sick. Though it is crucial times, the person has to absent himself. However, you are not sure if his words were all true.
Case 3. The person as to attend a fiesta, a wedding, an anniversary, etc. for she has never been absent for years now, thus this special request.

Absenteeism for a reason or two may be acceptable, but habitual absenteeism affects the team as a whole. Track record will definitely expose the situation, and these records will make it easier for the superior to handle the issue and come up with the decisions and the next step.

Discussing the problem is definitely not an option, it is a must. The objective is to stop the process of having habitual absenteeism in your area. Why? The superior's job becomes more difficult because he then does two jobs, two roles. Once in a while this is good for the superior gets in touch with the direct work of his people but if this becomes the norm then ineffectiveness will crawl in.

If you dig deeper, the issue is actually a symptom of something else, a problem in the family, a discipline issue, a motivation issue, take a peek on the underlying problem and take your pick on the real issue.

Little Reminder

As Christians in the workplace, honesty has to be part of our personal core values. Colossians 3:22 reminds all workers to “obey your human masters in everything, not only when being watched, as currying favor, but in simplicity of heart, fearing the Lord.”
Danny Tariman