When it comes to the problems that are experienced by supervisors, most are related to attendance issues. It is a fact that more punishment is received for not showing up for work than all other causes put together. There have been a lot of changes in Federal employee benefits over the past couple of decades and these changes have given employees a bad attitude. The bad thing is these changes are making employees not want to go to work anymore and that is where the problem comes in.

When it comes to managing the attendance in your organization, you will need a plan. Within this plan, you must have some steps to follow and be successful at it. The first step you, as a human resource manager, should look into is to gain knowledge on the attendance issues. You can create a desktop guide to attendance and leave on your own. This desktop guide should include your company’s policies when it comes to attendance, leave and FMLA. The next step you should take is to make a clear expectation.

As a human resource manager, you should make sure every employee within the business knows when they are entitled to leave, if leave has to be asked for in advance, procedures they have to follow in order to request leave, and the responsibility for documenting and requesting leave belongs to them. You should also make sure the employees know the responsibility to grant leave requests should be with you and whatever other rules you have within the business pertaining to leave and attendance.

If you need to brief your staff individually when necessary, then be sure to do so. At least quarterly, you should take time out of your busy schedule to remind your employees of the general leave matters. These general leave matters include, peak workload, vacations, etc. While you are having the quarterly meeting, you should take time to tell them about contact information and call-in procedures, even if you have done it before. You should keep in mind that there are always rules that need to be followed.

If an individual does not call in when they are absent for work, they should be given a piece of paper. This piece of paper can be as simple as instructions on the leave request requirements or as complex as the discipline that someone receives for taking off of work when they knew they were needed. When someone puts in a leave request, you should make sure you document it in advance, never wait until the last minute.

When you are applying the leave rules to your employees, you will need to keep doing it. In the end, we would like to tell you to document any problems or issues you have and talk about them to the employee that is involved with these problems. You should never keep records secret, when you write something about an employee; it should be addressed to that employee. If you are a supervisor who is drafting these documents, then you can always get help from the human resource department.