It is commonly known that absenteeism results in over $10 billion in lost revenue to Canadian companies and organizations every year. What is often less understood is that the increasing cost and occurrence of unscheduled absences are more and more due to work-life conflicts.
HR Professionals are faced with the challenge of developing strategies for managing unplanned absenteeism in today's workplace. Balancing competing legal obligations with operational demands can become problematic.
This practical 3 modules program has been developed specifically for Human Resource Professionals who are responsible for managing workplace attendance and absence programs, policies and procedures.
- Module 1 – The Basics
November 2, 2020 (9:30AM-12PM)
- The legal framework for addressing absenteeism
- ESA Leaves
- Human Rights Considerations
- Privacy Considerations
- Module 2 - Policies and Procedures
November 3, 2020 (9:30AM-12PM)
- Obtaining medical information
- Attendance policies
- Attendance Management Programs
- Culpable and Innocent Absenteeism
- Module 3 – Discipline and Discharge
November 4, 2020 (9:30AM-12PM)
- Culpable and Innocent Absenteeism
- Unionized vs. Non-unionized workplaces
Program will include group discussions about appropriate strategies in the accommodation process with the help of practical examples and fact scenarios.
What participants will learn:
- The legislative framework and case jurisprudence for managing planned and unplanned absences and how to manage competing obligations
- To understand the difference between culpable and non-culpable absenteeism and how to manage the process for either
- Effective strategies for disciplining employees for culpable absenteeism and managing innocent absenteeism
- About the concept of frustration of contract and termination for innocent absenteeism
- How to communicate with employees regarding absenteeism
- How to develop effective organizational strategies for managing employee absence and attendance in both unionized and non-unionized workplace environments
- Attendance management plans – how to develop them (and when an employer may want to)
- The interaction of the attendance management process with the duty to accommodate and the WSIB return to work process