This article describes some recommendations for human resources managers on how to manage sick days (Wintrob, 2011). It lists best practices, such as training understudies, alternative work arrangments, and having an operations manual, which will reduce the costs and inconvenience of sick days to employees and their companies. Holding brainstorming discussions and involving employees in company policy management is a great idea. My only concern is that managers could be seen as being too eager to offer alternative work arrangments. Seeming keen to do so could be taken by some as encouraging employees to work while sick or injured. Employees could view this negatively. The concept of fore-planning and making contingency plans is good risk management, and documenting processes in an operations manual helps avoid confusion and miscommunication about benefits. It seems today that even small companies are capable of documenting processes, due to the availability of cheap or free management software.
LINKS: Wintrob, S. (Apr. 01, 2011). How to handle sick days. The Globe and Mail, Human resources. Retrieved from http://www.theglobeandmail.com/report-on- business/your-business/start/talent/how-to-handle-sick-days/article1961523/