Dealing with Attendance Issues

Dealing with Attendance Issues People take days off and are sometimes late for work. That is a given. The most common problem is when people take days off when they are not sick, such as wanting to stretch the weekend into 3 days, but when they really are sick, they come into work because they have run out of sick days. This is not good for the employee or other employees as they can become sick. The real problem, however, happens when they call out sick after they have exceeded the sick days allowed for the year. You cant turn a blind eye to this behavior and it is unfair to those who make it a point to come to work everyday and are on time. It is usually just a couple of employees who are the culprits. It is especially hard to deal with attendance problems with a person who is otherwise a great employee. Nonetheless, you have to deal with it, and with equality to all. Here are eight points to keep in mind on how to control and possibly reduce attendance issues: Make sure your employees understand your view towards attendance. Make it a point to share your passion towards having a low absentee and tardiness department. Your supervisors also really need to fully understand the attendance expectations as they are on the front line and will see the infractions much more easily than you. If HR has not created one, have an attendance policy that clearly lays out the guidelines. Also lead by example by getting to work a bit early, leaving a bit late, and rarely, if ever, call out sick. Have your employees call you direct instead of their immediate supervisor. They might think twice knowing you, the manager, will answer the phone or hear the voice mail. Maintain accurate records. There are easy to use software programs to track attendance. You can even use something like your Outlook calendar to make a note of each infraction. Create easy to use codes to not take up too much space. For example, instead of John Doe called out sick or John Doe was 15 minutes late, use something like JD-S or JD-15m. Look for trends. If you see an employee call out on a Friday or Monday, chances are they are taken advantage of sick days for pleasure. If you see an employee call out at the end of the month when your department is at its busiest, you most likely have someone who is not a team player. If an employee is always around 5 to 10 minutes late, its not just a one off traffic jam but someone who just is not making the effort getting ready and to work on time. You might even see repetitive signs of sickness or tardiness with the employee looking like they have been partying all night. You want to address these trends as soon as possible. Individual problem have a one on one meeting. Multiple people hold a team meeting. When you have an individual or two who are repeat offenders, you want to deal with them separately. Dont punish all for a few problem employees. However, when you are seeing a trend with multiple members of the team with attendance issues, you need to hold a team meeting and show the statistics. Stress how it can damage the achievement of goals. Reducing absenteeism might even turn into a goal in itself. This will show all that you are serious about attendance, and how their attendance is important to the overall success of the team. Stress that you should not have to hire more people to achieve the goals due to poor attendance. This will put on certain peer pressure that can work to your benefit, especially if you offer a reward to the team if they achieve an attendance record you have set. Allow for personal business. It is better for your employees to be up front and tell you the truth. There might be a few occasions when someone needs to take some time off in the day to handle something that can only be dealt with during business hours. Just make sure they do not take advantage of this gesture. Create an award program for those who do not call out or are tardy for a certain period of time. It can be a paid day off or other ideas that were given in lesson 3. It shows that even though you are a stickler regarding attendance, you want to show your appreciation to those who make it a point to show up to work and being on time. Have them make up time missed to make up for time lost. Depending on state laws and company policy, this may be an option. If not, can they use some of their vacation time, or get no time if they have already used up all of their sick time? The no time means they would not get paid for the time missed. It would affect hourly/non-exempt employees much more. Steps to take when dealing with attendance problems: 1. Counsel and verbal warning: E-mail, or get their attention privately as to not embarrass the individual, to meet in your office. Start off by stating you are concerned over the absences or tardiness. Establish the reasons and determine what needs to be done to improve the attendance issues. If the problem does not appear to be a major health issue of any sort, you should advise the employee that an improvement in attendance is expected, or the next step in the procedure will be taken. There should be no more attendance problems for the following 6 months. Monitor the attendance monthly and proceed to step 2 if the problem continues. Document this meeting and consider it a verbal warning, not a written warning. You should notify HR if there are any medical issues that can possibly keep the employee out of work for any length of time. If the doctor confirms fitness for work, the employee needs to be warned about the consequences of continued absence. 2. First written warning: If the employees absences continue, set up a second meeting. State the purpose and be prepared to discuss the reasons for the absences. Talk about the implications and how it affects the team and department, not to mention the company, and warn that if the problem continues, employment may be suspended and/or terminated. This all depends on how HR has set up the attendance policy. Document this meeting and consider it a written warning. Monitor for improvement, if there are still problems, go to step 3. 3. Second written warning or suspension: If there is still no improvement, consult with HR on what should be done next. If you can, and would like, set up another meeting with the same criteria as described in steps 1 and 2. Listen to what the employee has to say, and let them know you will get back to them to determine the next step. You can either give another written warning stating the next infraction is automatic suspension and/or termination, or go straight to the suspension stage. Again, this is determined on the existing HR policy. 4. Suspension and/or termination: If no improvement in attendance occurs, you should proceed with a temporary suspension without pay. The intention to suspend should be confirmed in writing with details of start and end dates. HR will be involved and your presence may or may not be required. It is imperative that you have documented every meeting with exact detail. This might be needed if it ever goes to court. If it is determined that the employee should be terminated, the employee should be advised that as a result of excessive attendance issues, they will be dismissed. At this point, HR policies regarding pay and benefits will be discussed. Before you take drastic measures with all that has been discussed so far in this lesson, make sure the problem is not morale related or some other underlying issue. The fault might be yours due to departmental cracks, which you will need to find out what is wrong and fix as soon as possible. There might also be a problem with the time clock, parking situation, or scheduling that you should do your best to fix, or come up with an alternative solution.

Jews in the Renaissance: Irony of the Promised Land Essay -- Essays Pa

Jews in the Renaissance: Irony of the Promised Land â€Å"The LORD appeared to Abram and said, ‘To your offspring I will give this land.’ So he built an altar there to the LORD, who had appeared to him† (Holy Bible, Gen. 12.7). Despite God’s oath to the Jews, this Promised Land has been repeatedly offered and confiscated by Christians. The Renaissance is one period in history, though, during which Jews faced unimaginable brutality. Beginning in England, Jews throughout Europe were forced to constantly move in order to avoid persecution. However, the ways that Jews were treated in their respective countries differed sharply from the ways that they were portrayed in literature. Jews were eventually forced to leave England in 1289, by Charles of Anjou’s Edict of Expulsion. An excerpt clearly outlines the intentions of England: Although we enjoy much temporal profit from the aforesaid Jews, we prefer to provide for the peace of our subjects rather than to fill our coffers with the mammon of iniquity, especially since by the loss of temporal goods spiritual gains are achieved. Therefore, exhibiting zeal for the life-giving Cross, we have, for the honour of God and the peace of the aforesaid areas, expelled and ordered expelled from our aforesaid counties of Anjou and Maine all Jews, male and female, adults and young people, children and infants, of whatever sex or condition they might have been born and raised. We have expelled them from all areas of these counties not only for the present but for all times, both for our time as well as that of our successors upon whom the said counties may happen to devolve. (Mundill 300) After weighing the monetary gains associate... ... International Bible Society, 1984. Bible Gateway. Muskegon, MI: Gospel Communications International, 2003. 16 Mar. 2004. Mundill, Robin R. England’s Jewish Solution: Experiment and Expulsion, 1262-1290. Cambridge: Cambridge UP, 1998. Roth, Cecil. A History of the Jews in England. Oxford: Oxford UP, 1978. Shapiro, James. Shakespeare and the Jews. New York: Columbia UP, 1996. Yaffe, Martin D. Shylock and the Jewish Question. Baltimore: Johns Hopkins UP, 1997. -------------------------------------------------------------------------------- [1] There is some disagreement about the influence of Dr. Lopez’s Jewish heritage. According to Berek, he was charged and executed because he was considered to be a traitor. Berek argues that the crime of â€Å"Jewishness† is only used when there is no other appropriate charge. Jews in the Renaissance: Irony of the Promised Land Essay -- Essays Pa Jews in the Renaissance: Irony of the Promised Land â€Å"The LORD appeared to Abram and said, ‘To your offspring I will give this land.’ So he built an altar there to the LORD, who had appeared to him† (Holy Bible, Gen. 12.7). Despite God’s oath to the Jews, this Promised Land has been repeatedly offered and confiscated by Christians. The Renaissance is one period in history, though, during which Jews faced unimaginable brutality. Beginning in England, Jews throughout Europe were forced to constantly move in order to avoid persecution. However, the ways that Jews were treated in their respective countries differed sharply from the ways that they were portrayed in literature. Jews were eventually forced to leave England in 1289, by Charles of Anjou’s Edict of Expulsion. An excerpt clearly outlines the intentions of England: Although we enjoy much temporal profit from the aforesaid Jews, we prefer to provide for the peace of our subjects rather than to fill our coffers with the mammon of iniquity, especially since by the loss of temporal goods spiritual gains are achieved. Therefore, exhibiting zeal for the life-giving Cross, we have, for the honour of God and the peace of the aforesaid areas, expelled and ordered expelled from our aforesaid counties of Anjou and Maine all Jews, male and female, adults and young people, children and infants, of whatever sex or condition they might have been born and raised. We have expelled them from all areas of these counties not only for the present but for all times, both for our time as well as that of our successors upon whom the said counties may happen to devolve. (Mundill 300) After weighing the monetary gains associate... ... International Bible Society, 1984. Bible Gateway. Muskegon, MI: Gospel Communications International, 2003. 16 Mar. 2004. Mundill, Robin R. England’s Jewish Solution: Experiment and Expulsion, 1262-1290. Cambridge: Cambridge UP, 1998. Roth, Cecil. A History of the Jews in England. Oxford: Oxford UP, 1978. Shapiro, James. Shakespeare and the Jews. New York: Columbia UP, 1996. Yaffe, Martin D. Shylock and the Jewish Question. Baltimore: Johns Hopkins UP, 1997. -------------------------------------------------------------------------------- [1] There is some disagreement about the influence of Dr. Lopez’s Jewish heritage. According to Berek, he was charged and executed because he was considered to be a traitor. Berek argues that the crime of â€Å"Jewishness† is only used when there is no other appropriate charge.

Plant Location Puzzle Essay

d) What are the pros and cons of not manufacturing abroad and staying back local? EDC’s success is credited to their corporate flexibility and service. They have been able to adapt quickly to changing demand and optimize the time of product introductions. Located within a high demand market segment has also facilitated the winning criteria of service and flexibility. PROS * Having the plant in Boulder, a bicycling Mecca, has helped to keep EDC on top of trends and demand changes in the US market. * Keeping its plant on the same campus as its corporate office in Boulder,Colorado as along with keeping all the parts of the company in the same location would contribute greatly to inter-departmental cooperation and ultimately growth like has been seen from the past records * Complete control over the flexible manufacturing operation that would enable it to meet rapid changes in the local market * Their engineers seem to be ahead of the curve in designing new features that the consumers desire. This design knowledge is also the result of the cross functional cooperation which can be attributed to the geographical proximity of the entire staff. * Communication would be easy and changes in styles and production plans could be made easily.Ex. when orders for cross- bikes which had enjoyed a spurt of popularity began to fall off, Eldora had been able to adjust its production runs with minimal disruptions * If the design function remains in the United States. This will ensure technological advances. EDC should also exploit their joint venture in Italy to gain a larger market share in Europe. Targeting the Far East market requires the design of â€Å"simple† bicycles, which can be accomplished in the U. S. * Had built trust and reputation in the United States. Had a pool of employees at all levels with genuine love for bicycles and eagerly pursued knowledge about the industries latest trends and styles. There would never be a shortage of people who would willingly come forth to test prototypes Cons * Stagnant market of the U.S-The industry of Bicycles seemed to be  reaching a saturation point in the United States * Cost of labor and distribution-Growing Asian markets enjoyed a significant labour and distribution cost advantage. The company produced 30% of the bicycles in the United States but the mass market was growing only at 2% * With the promotion of U. S. business in China, cultural barriers are reduced. The growing Chinese infrastructure will promote low cost automated manufacturing with low labor cost. * EDC’s primary markets represent less that a quarter of the world wide demand-The demand in the markets for the product categories produced by EDC are doubling annually in Asia and the growth rate seems sustainable * Far away from the Asian markets- They would not be able to sufficiently operate from a location so far away from the emerging markets and tap the potential of the growing economies. They would also not be able to cater to the needs and demands of those consumers sufficiently * Competitive disadvantage-With the two major competitors of EDC one from China and one from Taiwan, catering to the demand of the Asian markets currently they will be at a disadvantage if they stay back local

A Financial Statement Analysis Project for Introductory...

G lobal Perspectives on Accounting Education Volume 6, 2009, 83-96 A FINANCIAL STATEMENT ANALYSIS PROJECT FOR INTRODUCTORY FINANCIAL ACCOUNTING Marilyn B. Misch Business Administration Division Pepperdine University Malibu, California USA Carolyn A. Galantine Business Administration Division Pepperdine University Malibu, California USA ABSTRACT This paper describes a financial statement analysis project useful in both preparerbased and user-based introductory courses in financial accounting. The project requires students to analyze trends in corporate performance, to evaluate corporate financial decisions, to discuss non-financial statement issues that would be important to potential investors, to compare two companies†¦show more content†¦The project in this paper, on the other hand, is much more in keeping with the recommendations of authors such as Kimmel (1995), who call for using cases which do not have unique solutions and which require students to formulate recommendations on the basis of incomplete information. The project included here has only six requirements, which are completely detailed on a single page. Yet, while the requirements provide a systematic framework for completion, they also are open-ended, inducing students to create analyses tailored to the particular circumstances encountered by the specific companies and specific industries being analyzed at a particular point in time. T 84 A Financial Statement Analysis Project for Introductory Financial Accounting 85 PROJECT OVERVIEW Project Requirements As may be seen in the assignment sheet included in Appendix 1, the project requires students to obtain annual reports for two companies in a given industry-one to serve as the â€Å"base company† and one to serve as the â€Å"comparison company.† Then, students are required to analyze key trends in the base company’s income statement and balance sheetShow MoreRelatedA Financial Statement Analysis Project for Introductory Financial Accounting5953 Words   |  24 PagesPerspectives on Accounting Education Volume 6, 2009, 83-96 A FINANCIAL STATEMENT ANALYSIS PROJECT FOR INTRODUCTORY FINANCIAL ACCOUNTING Marilyn B. Misch Business Administration Division Pepperdine University Malibu, California USA Carolyn A. 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The project requires students to analyze trends in corporate performance, to evaluate corporate financial decisions, to discuss non-financial statement issues that would be important to potential investors, to compare two companies within an industry,†¦show more content†¦As a first step, the professors organize students into groups of four to five people, balancing the groups based on both academic major and performance in the class to date (including performance on homework and the first exam), as well as to achieve diversity. The group format is used to encourage students to learn from each other, to motivate students to consider alternative viewpoints, to develop students’ understanding of group dynamics, and to limit the amount of time required of the project for both students and the faculty who must grade it. Each professor uses a different approach in selecting the industry and companies for analysis. One professor takes industry suggestions from the class (with the restriction that there be sufficient companies so that no more than two groups will have to analyze the same pair of companies), writes the suggestions on the board, and asks students to vote for their top two choices. Then, a second vote is taken from among the top two original suggestions, with a majority vote determining the industry to be analyzed. Finally, groups have one week to send the professor an email proposing two companies to analyze, with first responders being given preference, so that no more than two groups analyze the same pair. 85 Misch and Galantine 86 The other professor announces group assignments near the end of a class session, then allows groupsShow MoreRelatedA Financial Statement Analysis Project for Introductory Financial Accounting5944 Words   |  24 PagesPerspectives on Accounting Education Volume 6, 2009, 83-96 A FINANCIAL STATEMENT ANALYSIS PROJECT FOR INTRODUCTORY FINANCIAL ACCOUNTING Marilyn B. Misch Business Administration Division Pepperdine University Malibu, California USA Carolyn A. Galantine Business Administration Division Pepperdine University Malibu, California USA ABSTRACT This paper describes a financial statement analysis project useful in both preparerbased and user-based introductory courses in financial accounting. 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Edmonds University of Alabama–Birmingham Frances M. McNair Mississippi State University Philip R. Olds Virginia Commonwealth University Edward E. Milam Mississippi State University (Contributing Author) FUNDAMENTAL FINANCIAL ACCOUNTING CONCEPTS Published by McGraw-Hill/Irwin, a business unit of The McGraw-Hill Companies, Inc., 1221 Avenue of the Americas, New York, NY, 10020. Copyright  © 2013, 2011, 2008, 2006