Wednesday, January 2, 2019

Grievance Corner: Absenteeism

Local 306 recently filed a grievance for wrongful termination for nonculpable absenteeism. This is where an employee is terminated in a nondisciplinary manner because the employer felt the employee’s attendance was so poor, without hope of improving, and the employer was frustrated.

CLAC argued that the employee had shown signs of improving attendance, needed more time to improve, and that the employer wasn’t being consistent in applying attendance expectations with other employees.

Absenteeism is a significant problem in many workplaces, and can be divided into two types: culpable (the employee’s fault) and nonculpable (not the employee’s fault). Culpable absenteeism could be things such as being absent without calling in, lying about sick time, patterned absenteeism (i.e., every Friday), or taking a leave of absence that wasn’t approved. An employer could use progressive discipline to respond to culpable absenteeism.

Nonculpable absenteeism is more challenging to manage because it can still create difficulties for the workplace and must be dealt with on a case-by-case basis and also consistently and with compassion.

Employees struggling with nonculpable absenteeism should consult with their doctor, explore counselling, and consider if a short or long term disability claim might be suitable for them.

Grievance Corner: Absenteeism

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