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Managing Employee Absenteeism and Sick Leave [Shared]

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Ali Alatas

on 18 October 2016

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Transcript of Managing Employee Absenteeism and Sick Leave [Shared]

Training Thursdays
Thursday April 21, 2016
9:00AM to 9:30AM EST
Managing Employee Absenteeism and Sick Leave
Practical and precise employment law solution
Webinar Overview
Differentiate between the types of employee absenteeism
Understand the legal framework governing employee absences
Review best practices, tips and strategies for managing employee absences
Practical and precise employment law solution
Types of Employee Absenteeism
Innocent Absenteeism
Examples:
Time off for personal medical issues (short or long absences)
Time off for family and childcare responsibilities
Culpable ‘Blameworthy’ Absenteeism
Examples:
Repeated absences on Fridays or Mondays
No justification (or questionable justification) for time off
Poor performing employee takes medical/stress leave
Legal Framework
Provincially Regulated
Employment Standards Act, 2000
Human Rights Code
Federally Regulated
Canada Labour Code
Canadian Human Rights Act
Ontario: Employment Standards Act
Sets out the minimum standards that Ontario employers and employees must follow
Does NOT require employers to provide ‘sick leave’ to employees
Does require a number of employee leaves:
Personal emergency leave
unpaid, job-protected time off work;
10 days per calendar year;
Only required in workplaces with 50 or more employees
Federal:
Canada Labour Code
Sets out the minimum standards that Federally regulated employers and employees must follow
DOES require employers to provide sick leave to employees
Available to employees with 3 or more continuous months of service;
unpaid, job-protected time off work;
absence not to exceed 17 weeks
Human Rights Legislation
Prohibits actions that discriminate against employees based on disability
Disability vs. Illness
Employers have a duty to accommodate an employee with a disability, up to the point of undue hardship
Best Practices
Do create or update formal written sick leave policy
Clearly define scope
Consider providing unpaid time-off
Request medical confirmation of illness
Do create or update attendance management program:
Communicate expectations
Track
Consistently enforce policy
Don’t be Afraid to use Progressive Discipline
Questions
?
Date:
Thursday May 19th – 9:00AM to 9:30AM
Topic:

A Primer on Workplace Laws
Next Webinar
Practical and precise employment law solution
Thank You for Attending!
Full transcript