Simple Guidelines to Reducing Workplace Absenteeism

Simple Guidelines to Reducing Workplace Absenteeism


Managing Workplace Absenteeism
Managing Workplace Absenteeism


One of the challenging things for a manager is to not have their employees showing up at work. Fixing the problem requires identifying the cause. One common cause of employee absence at work is injuries. This is particularly true if your work involves using dangerous equipment such as fabrication or welding. There are many causes of absenteeism, and we will address several.


Simplify Safety Code

To reduce the incidence of injuries on the job, have a clear safety procedure. Train all your employees. Do not hire employees who are not willing to comply with safety regulations. One of the first jobs of the hiring process is to look above personality and at actual character. Many hiring managers base their decision on the outward performance of the candidate, but the inward attention to reliability is equally as important. Do not just hire someone because they charm the hiring team.

The safety policy should be simple. Many workplaces have huge textbooks of meaningless procedures that do not really help in reducing injuries. Have clear info-graphics and simple instructions in the hiring packet for every employee. According to CBS, it is more costly to have frequent short absences than infrequent long absences. The reason is it causes schedule churn to have chaotic short absences occurring on a regular basis.


Clear safety procedure
Clear safety procedure


Have a limit on how many hours employees can work each week. That way the over achievers do not hog the schedule. Many businesses excessively rely on the over achievers, who are usually stressed out and tired from doing the work that the other employees do not. Have a clear and fair standard. Encourage the lazy people to work more through rewards or incentives, and encourage the harder workers to take more breaks to increase the quality of their work and attitude. Make the vacations long and generous. Do not make them too frequent.

Many employees cop out of working because they are dissatisfied with working conditions. A wise HR manager should have a personal file that clearly details every employee’s strengths and weaknesses. They should also use vacation request forms that are simple for staff to work with. Use the employees who are strong in appropriate areas as tools.

If you lean too much on the over achievers, you will have a bunch of stressed out and angry over time people while simultaneously paying time off benefits to the idlers. In order to understand your employees and why they are becoming absent, it is helpful to have a good knowledge of organizational psychology.


Organizational Psychology
Organizational Psychology

Organizational Psychology

Myers-Briggs used the Swiss Psychologist Carl Jung’s work to develop 16 core preference styles that people have in brain functioning. Every person can access each mental traits, but every person has a tendency to prefer one over the other. Know what your employees’ are good at by testing them during the on-boarding process.

An excellent free resource is UClA Professor Dario Nardi Ph.D’s keys2cognition assessment. Once you have your employee’s XXXX brain code, take it to the quality analysis site 16personalities to get a clear read on how you should use your workers more effectively.

Workers who might tend to be lazier than average, based on their Myers-Briggs qualification, should be employed in creative and flexible positions. Keeping them moving is the secret to getting them motivated. Workers who over achieve should be encouraged to rest more frequently, so that they do not have a negative attitude that spoils your team’s atmosphere.


Gamification in the workplace
Gamification in the workplace


Another powerful strategy for encouraging worker productivity is gamification. This is simply setting rewards and strategies for your workplace. Have points and incentives that give employees a reason to come into work each day. Have competing teams. Reward your employees when the company turns a profit. Incentivizing good behavior tends to encourage it. Not all employees are motivated by money, so have intangible benefits, like a food tray or gift cards. These gamification strategies can greatly improve how much your employees actually want to be at work.

Communicate and affirm your employees. Many employees report that their managers treat them like cogs in a giant machine. This tends to encourage the cogs to disconnect from the apparatus. Oiling the cogs makes it more likely for them to stay in motion. Human relationships are more highly valued in Eastern cultures, but that does not mean you and your team cannot practice it as well. Make a point to care about your employee’s families, and know how they are doing.


This article provided by Neches FCU, with locations in Port Neches, Nederland and Beaumont.
Neches FCU is a trusted Texas Credit Union and has a courteous and attentive team of professionals ready to provide services to our members. When its doors open at any of the several service centers, the mission of Ultimate Member Satisfaction becomes the imperative for every employee. They are respected for a personal, dynamic and upbeat work atmosphere, providing a memorable service experience, and where members are known by name.

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6 Steps to Comply with the 2016 FLSA Overtime Rule Changes

6 Critical Steps to Complying with the New FLSA Overtime Rule by 12/1/2016


Complying with the New FLSA Overtime Rule


When the Department of Labor issued the new overtime rule on May 17, 2016, you could almost hear a collective cry from employers across the U.S. What does it mean? How will the FLSA Overtime Rule affect our business? What do we have to do? These are all legitimate questions, especially as the December 1 deadline looms large. You must take certain steps now to ensure you properly classify employees as exempt or non-exempt from overtime – and to keep your business running as smoothly as possible through the changes.


FLSA Guidelines


Over the next three months, you should:

1) Identify affected employees –

The minimum salary for exempt employees will jump from $455/week ($23,360/year) to $913/week ($47,476/year). As a good starting point, consider all salaried employees earning less than $50,000, keeping in mind the FLSA salary threshold will increase in three years to more than $51,000.


2) Gather information on affected employees –

You’ll need to confirm actual job responsibilities, which tie into the criteria for the various FLSA exemptions. To do this, engage your supervisors and managers, as well as interview employees to learn more. Remember: In addition to the new salary requirement, all exempt employees must meet the job duties test! The job position title or description isn’t always a clear indicator, especially if responsibilities have evolved over time.


3) Determine the average hours worked per week and overtime pay rules –

The big question here is how much overtime – or time exceeding 40 hours a week – is typically worked to get the job done. You might need to check with the direct supervisor to get this number. Consider all hours worked, including at-home work, travel, on-call work and time spent outside of work checking emails or communicating from a cell phone.


FLSA classification


4) Make an FLSA classification decision –

After an internal evaluation, you basically have two options: increase salaries to keep affected employees exempt, which frees you from having to calculate and pay overtime, or reclassify these employees as non-exempt and convert their salaries to an hourly rate.


“Keep exempt” factors

• For employees close to the salary threshold, it may be best to increase the salary to satisfy the exemption
• Compare the cost of estimated overtime to the cost of increasing salary
• Make sure the employee meets the job duties test
• Adjust responsibilities if needed and update job descriptions
• Consider formal promotions

“Change to non-exempt” factors

When converting salary to an hourly rate, you can:
• Base it on a 40-hour week and prohibit overtime to maintain payroll costs
• Base it on a 40-hour week and pay 1.5 times the regular hourly rate for any overtime worked, but institute a strict overtime approval policy to control payroll costs
• Make it a reduced hourly rate by dividing the salary by more than 40 hours a week (ensuring the hourly rate meets minimum wage requirements under federal, state and local laws) and pay 1.5 times the regular hourly rate for any overtime worked


Converting Salaried Employees to Hourly Workers


5) Weigh your staffing options –

If you’ve decided to restrict overtime with newly non-exempt employees, you’ll want to explore alternative arrangements to get the work done and maintain productivity. Do certain salaried employees have the capacity to take on more – or can tasks be shifted to other teams or departments? Job restructuring is another option. Perhaps duties can be eliminated or redistributed, certain employees can be promoted or you can create levels within job categories. Also, can overtime work be absorbed by temps or part-timers at a lower hourly rate?


6) Address administrative factors with newly non-exempt employees –

For any employees you’ve switched to non-exempt status, you’ll need to record the payroll status change, review any state/local notification requirements, update job descriptions, if necessary, and implement (or upgrade) your timekeeping system to track all hours worked. Look at your current company policies and benefit plans, as well. Are exempt and non-exempt employees treated differently? How will reclassified employees be affected?

Be sure to arrange training for newly non-exempt employees – along with their supervisors or managers – on proper recordkeeping and time-tracking procedures. As a best practice, it’s also smart to distribute a written policy to both groups and require signatures.

Get expert help

ComplyRight has employer-friendly product solutions – a forms & tools kit and an e-solution – to simplify how you communicate and handle these changes. Click the link to learn more about these FLSA forms and compliance solutions so you’ll have all the tools you need to comply with the new overtime changes by the deadline.  For employers that may need to reclassify employees to comply with the 2016 overtime changes, you may want to look at their FLSA software product to help you base those decisions on sound calculations… instead of guessing.


Here is an excellent video on the FLSA changes that went into effect in 2016.

Another video on FLSA Lawsuits and Compliance is shown below.


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