HR Hartley

first_imgDiscarding sick pay is not the remedyPeople get sick. It is a fact of life. Our bodies are engines and they aresubject to breaking down once in a while. So the idea of sweeping away sick payaltogether is just crazy. What would you rather have? Sick people staggering into the office or factoryto liberally spread their germs around, under-perform and wheeze overcustomers, or sick people who stay at home until they get better and can getback to doing a good job? Of course there are people who say they’re sick when they’re not. There arepeople who take a day off in the name of illness to watch the footie, goskydiving, or get over a hangover – a smattering of people without aconscience, who feel someone else owes them a living. But in my 25 years ofworking experience, it is only the minority who are out to take advantage oftheir employers. So why punish the majority, the goodies? If HR is concerned about sick leave– and the truckload of correspondence about the subject in this magazine aloneindicates that we are – then we need to do more to deter the baddies. For starters, there’s the usual: employment contracts should clearly statehow many sick days a person is entitled to, and when someone needs a doctor’scertificate as proof of illness. But maybe we should also challenge serial sickie-throwers,for example, and train managers to stand up to them. We could state that oursick leave policy will not be abused, and how we will measure abuse. We couldintroduce ’emergency days’ that allow staff to legitimately take a day off todeal with an unexpected occurrence. Because there must be other ways aroundthis problem. Hartley is an HR director at large Related posts:No related photos. Previous Article Next Article Comments are closed. HR HartleyOn 22 Jun 2004 in Personnel Todaylast_img read more