One of the peskiest jobs managers have is responding to requests for time off from work. Today, more of Bob Gilson’s expert tips on that topic, plus an introduction to one of the best ways to avoid employee lawsuits—turnkey training for your managers.
Gilson, an expert on employee relations, offered these tips on FedSmith.com, where he is a frequent blogger. We shared some in yesterday’s Advisor; here are some more:
10. Act on Failure to Call In
Gilson recommends that any failure to call in an unscheduled absence must result in a piece of paper from the manager. Depending on the circumstances, it may be advisory, or a warning, or discipline, but no one should be left unaccountable. Otherwise, says Gilson, “chaos will rule.”
11. Discourage Last-Minute Requests
Obviously, says Gilson, stuff happens and people have lives, so there are going to be some last-minute requests. But if work responsibilities appear to be only a minor consideration for employees, it’s time to remind them about where their paycheck comes from. Most leave can be planned—so encourage it, he says.
12. Require Documentation of Sick Leave Usage
Gilson says that his years of experience tell him that more often than not supervisors will regret not getting documentation. Make sure to follow organization policy and protocols, and insist that employees do the same, he adds.
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13. Get Help with Medical Issues
When medical issues surface, take a trip to HR, suggests Gilson. Medical issues are complex, but you can deal with them if you get started off right and stay on top of the problem.
14. Take Formal Action When Informal Action Doesn’t Work
All managers will eventually come upon situations requiring discipline. When informal measures have no significant effect, don’t hesitate to turn to the discipline system, says Gilson. It attacks the immediate problem, and it boosts morale as well—because all those other employees who do follow the rules have been watching to see if someone takes action.
Thanks to FedSmith.com’s Bob Gilson for those tips on leave requests. Meanwhile, how can you be sure that your managers follow procedures for all their many HR-related tasks? The only sure way is thorough training. But training’s a hassle—authorizing, planning, delivering, tracking—and it’s easy to let this critical priority slip.
But there’s good news: BLR has created a unique and helpful solution called the Employee Training Center.
This turnkey service requires no set up, no course development time, no software install, and no new hardware. Your employees can self-register, and training can be taken anytime, anywhere (24/7) with nothing but a PC and Internet access. Courses take only about 30 minutes to complete.
Just as important, the Employee Training Center automatically documents training. As trainees sign on, their identifications are automatically registered. When the program is completed, the trainee’s score is entered. So, when you want to see who has or hasn’t yet trained on any subject, or check the activity of any one employee, it’s all there, instantly available to you, your boss, an inspector—even a plaintiff’s attorney.
These are all motivational, actionable programs—for both employees and supervisors—in such key areas as sexual harassment, FMLA, diversity, communication, USERRA, recruiting, and many more. The courses are kept up to date to reflect federal and state regulatory changes, and, what’s more, we add new programs continually.
Unlimited employee HR (and safety) training—one low cost. Check out BLR’s remarkable new Employee Training Center. All online, so your employees train whenever they want, 24/7. No set up; no software to install. Learn more.
Course certificates can be automatically generated from within the training center, and they are automatically retained for recordkeeping purposes.
The Employee Training Center also includes a similar selection of safety courses—you decide whether you want just the HR courses, the safety courses, or both the HR and safety modules.
And, from the standpoint of your CFO (a truly important standpoint in these tight times), you always know exactly what training will cost, no matter how many programs you use or how many times you use them. There’s just one low annual fee—for unlimited training—calculated by the size of your workforce. Budget once and you’re done!
If it sounds like we’re excited about this new service, well, we are—and we think you will be, too. We urge you to sign up for a no-obligation demo by visiting the new Employee Training Center.