Library of Congress Cataloging-in-Publication Data. Falcone, Paul. tough conversations to have with employees: a manager's guide to addressing. Tough Conversations to Have with Employees: A Manager's Guide to Addressing Performance, Conduct, and Discipline Challenges [Paul Falcone] on . amacom tough conversations to have with employees pdf [pdf] - tough conversations to have with employees pdf online books database doc id b .
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Tough Conversations to Have with Employees. A Manager's Guide to Addressing. Performance, Conduct, and. Discipline Challenges. Paul Falcone. Tough Conversations to Have with Employees book. Read 12 reviews from the world's largest community for readers. Inappropriate attire, lateness, sexu. Tough Conversations to Have with Employees is structured in a simple format. Each of the Scenarios is followed by a Solution section.
That's a terrible idea. Take all disclaimers out, cut to the chase, and treat employees like adults that don't want a long intro. They just want to know what the issue is so they can respond and This is an excellent book to help you figure out how you're going to handle and speak to an employee about anything from grey to black and white issues.
They just want to know what the issue is so they can respond and get to a solution. Also, some of the jokes and phrases are so painful. When you're reading this book, just think how you would like to be spoken to, and then cut all the other b.
Again, this is a great book to get you thinking about what needs to be covered so you can develop a professional script. It also covers some basic employment law concepts in a very digestible way. I plan on reading more of his books. This is an excellent book to help you figure out how you're going to handle and speak to an employee about anything from grey to black and white issues. You have to read it with some common sense.
All of his scripts start off with a disclaimer to the employee, "I'm not accusing you of anything, but That's a terrible idea. Take all disclaimers out, cut to the chase, and treat employees like adults that don't want a long intro. They just want to know what the issue is so they can respond and This is an excellent book to help you figure out how you're going to handle and speak to an employee about anything from grey to black and white issues. They just want to know what the issue is so they can respond and get to a solution.
Also, some of the jokes and phrases are so painful. When you're reading this book, just think how you would like to be spoken to, and then cut all the other b. Again, this is a great book to get you thinking about what needs to be covered so you can develop a professional script.
It also covers some basic employment law concepts in a very digestible way. I plan on reading more of his books. Jul 31, Monique rated it liked it.
A helpful reference book for insights to how to approach employee behaviour conversations. The best piece of advice is to do something in a timely fashion rather than assuming the issue will resolve itself.
I did find it was more corporate than I'd like a bit more handholding and "parenting" style approach than I'm comfortable with. Mar 04, Lexi rated it it was amazing. After referencing this book on multiple occassions since I first got it, I felt I needed to update my rating.
Not that I have difficult employees, mind you, but this book has been incredibly helpful with my own journey to being a more proactive, and fair supervisor. I have recommended this book, or at least different passages, to several peers and mentors in just a few short weeks.
Nov 13, Kristin Brown rated it it was amazing.
Unbelievably useful for anyone in a supervisory role. Oct 09, Robert rated it liked it. Good book. Christine White rated it really liked it Jan 05, Carrie Hurd rated it really liked it Jan 29, Becca rated it really liked it Mar 26, Denise Cartwright rated it it was amazing Oct 20, Linda Garcia rated it it was amazing Dec 25, Yadira rated it really liked it Jul 28, Vanessa rated it it was ok Jun 11, Debi rated it it was amazing Apr 13, Debbie rated it it was amazing Apr 04, Philip rated it it was amazing Jan 15, David rated it really liked it Feb 12, Let me open up this dialogue with two thoughts: The second point, though, is equally important: As you might imagine, your speaking Tagalog together may leave others feeling alienated and isolated, and as such, it could come off as being cliquish and exclusive as opposed to inclusive.
Our state law says that a balance could be struck: Workers who prefer to speak in a foreign language can certainly do so; however, it should be reserved for breaks and meal periods. During the rest of the workday, however, the company has the right to instruct its workers to speak English.
Can I count on your support to move forward in that new direction? Special Note Be especially careful about this particular issue in the workplace. As it turns out, this is one area where you may want to have a written record or e-mail documenting your approval to launch into this particular discussion with your staff members.
Sexually Offensive Behavior. This would be found in the chapter on sexually offensive behavior. How about a mother who proudly displays a photo of herself breast-feeding her newborn child? What if a male employee frames a photo of his scantily clad wife on his desk? Is that offensive? Would it make a difference if she were in a two-piece versus a one-piece bathing suit—especially if one of your coworkers believes in a religion that insists that women be covered from head to toe?
To determine the appropriate way to respond, much will depend on the nature of the display as well as the number of complaints you receive and from whom. The Solution When potential workplace discussions tie your stomach in a knot, always go back to the Introduction of this book to review your strategy.
Finally, we know that the word perception is our key to helping others see our point of view, even in the most uncomfortable workplace situations. Therefore, you might want to proceed with your employee Phyllis as follows:. The people who asked me to address this felt very badly and really were uncomfortable asking me to intervene.
Under the circumstances, would you consider no longer displaying that particular photo as your screensaver and maybe using a picture of the baby instead? Again, the challenge in a case like this is that breast-feeding is indeed fully natural and absolutely beautiful.
That being said, not everyone chooses to have children and instead prefers to keep those kinds of images outside of the workplace. Your approach here is caring and sincere, and people will typically respond in kind. That same approach would work with the gentleman who displays photos of his wife on the beach in a bikini or who leaves copies of the Sports Illustrated swimsuit edition on his coffee table. Working side-by-side with foreign-born citizens here on temporary visas or with green cards sometimes poses challenges for U.
Differences in communication styles, mastery of English, and varying customs and norms sometimes clash in the workplace. And no wonder: The American worker complains that the Indian employee often shows up to meetings late and rarely tells his clients no, leading to additional, unplanned work. In addition, the Indian employee lacks a sense of urgency in getting things done and shows no remorse when delays become necessary.
The Indian worker, in comparison, feels that his U. Is there some legitimacy to his claims, and if so, is there something we could do to solve this together? He may inform you at that point that in India, saying no directly to others is considered impolite and harsh. He might also tell you that business is typically conducted at a much more leisurely pace with less focus on meeting deadlines and more focus on building relationships.
Your meeting with Raj should then go on to explain the expectations at your company. Reporting to meetings on time or early is an absolute requisite to success. And meeting deadlines is tied to department budgets, so knowing the pressure that your department faces in terms of controlling overhead costs should clarify your expectations of Raj in this particular business environment.
Peter, I met with you on Wednesday when you asked to meet with me because you were frustrated with a number of issues regarding Raj. You were also frustrated that Raj reported to meetings late and had a very casual attitude about pushing back deadlines. It was important for us at that point, Raj, to discuss the expectations that we have at our company and in our department toward these very same issues, and you agreed that it was reasonable to meet the expectations that were outlined.
Is that correct? You also committed to letting Peter know in advance any time a project looked like it might not be completed by the target deadline. Is that a fair assessment of what we discussed? Then let me ask you this, Raj: I think we just had different expectations. Performance transgressions occur when employees fail to meet established production or output guidelines. Underperforming salespeople, analysts with excessive error rates in their calculations, and customer service representatives with an inordinate amount of complaints all fall under this category.
Decision-making leaves typically last one day and are paid: As such, decision-making leaves are typically much more effective at achieving true employee turnarounds. When it comes to progressive discipline, keep in mind that each attempt to address an ongoing performance problem adds a more serious or progressive element to the process, until the employer reasonably concludes that it must terminate the individual for cause.
In fact, you will very likely be able to argue that the employee terminated himself despite your proactive attempts at rehabilitating him. And it all begins with verbal interventions, sometimes known as verbal counseling or verbal warnings. Most workers are judged in terms of both their quality and quantity. Of course, people lean more one way than another in almost every case: Your work area is cluttered with equipment that needs repairing and spare machine parts.
However, we found an unopened Repair Work Order inside a completed folder, which means that the new work order was misplaced. So what gives, Dennis? I must not be paying attention. I just gave you three issues: Tell me what you have in mind. The only question I have left is what do I do if you fail to meet the terms of your own commitment to me right now? And let me know how I can help. Okay, that was not an easy conversation, especially with someone you like and who had done a solid job for you over the past year or so.
After all, he has the tools and the know-how, and more important, he has the track record. Therefore, be very clear about your expectations and offer your guidance to help him pick up the beat and shift gears to a higher speed. I wanted to follow up with you regarding your role in processing new hires. Tell me more about it. Entering new hires into the system on the day of orientation as well as terminations would account for the majority of your job responsibilities, correct?
Doing that for eight new hires in the day should be doable within a few hours, at most. Why would you feel that is overly demanding and requires additional hands to support you?
What would you expect them to do? Give this some thought tonight and meet with me tomorrow to let me know if you could think of any additional suggestions to correct the situation at hand.
Of course, Don may come back with other legitimate issues: Or maybe the computer system keeps locking up when it goes on overload. If those issues turn out to be legitimate, your discussion will lead to a simple and agreed-upon solution. A written warning leading to a possible termination for cause may be the only viable option to move this person out of that role, unless he self-selects out of the role by choosing to resign, which is good for him and even better for the company sparing you the need to continue further with progressive discipline.
It never hurts to have that advanced discussion before sitting down with an. Customer service—whether internal or external—is the glue of goodwill that fosters communication and trust in any organization. Customer service takes work: After all, employees can only get so far on charm. Companies typically compete on product, price, and service.
And although product and price may vary greatly, service must always remain paramount to maintain a competitive advantage. When you started with us last year, you would leap tall buildings in a single bound to help anyone and everyone who needed something. Now tell me your side of things. I understand that such things happen sometimes. I guess my question to you is, are you willing and able to turn that trend around? Those are very good answers. I want you to keep a few things in mind about customer service.
Nothing is more important—nothing—than the perception you create for guests, coworkers, and, most important, your supervisors. Anyone willing to go above and beyond excels in their career because, well, people just like being around them. Next, speaking of career development, remember that your most unhappy customers are your greatest source of learning.
Power is one-sided where you get to do whatever you like just because of who you are. And that strength that you could provide others may be hotel guests, subordinates, or family members. Your goal is to help them be the best that they can be. I have a lot of faith in you and see so much potential. You have so much to give—and so much to gain from your giving.
Come see me any time you feel like you need a reminder, okay? Sometimes these minor challenges give us opportunities to bond with those we work with. Sales is always where the rubber meets the road at any company. Successful sales executives often live the high life, while the sales discipline itself in most industries is marked by excessively high annual turnover, sometimes in excess of percent.
The key to successful intervention will always lie in early monitoring and follow-up. Your pep talk might sound something like this:. I really want to hear you diagnose this situation as if you were me. What would you say if you were the sales manager in this situation, speaking with a recruiter who may be losing sight of the fundamentals? What else would you say? See, you asked all the right questions just as well as I would have!
Now that we know the issues, how do we get to the answers? Now you know the what of it all. Telling a salesperson what to do will actually do very little; asking a salesperson to self-assess and diagnose the situation will work much better for one very simple reason: Make money!
What is controllable, on the other hand, are the activities that lead to those production dollars. Always focus salespeople on what they can control: The answers are there and they know them; however, they just need gentle reminders at times to help them refocus and reenergize.
However, if an employee fails to master new materials presented during training, you may have a disciplinary matter on your hands.
Not to. The company was remiss in its duties and obligations to ensure that the individual had acquired the necessary tools and techniques to master his job and remain employed. One of your employees attends the full-day training, only to demonstrate a failure and unwillingness to learn how to work with the new system afterward.
In such instances, your conversation might sound like this:. Are my impressions correct? Why do we have to learn these new programs anyway? Software upgrades are the norm, and it does always seem like things are changing.
Still, none of us has a choice in these matters. The presenter lost me and the software confused me, so I just threw up my hands in defeat. What are your thoughts there? Lois, let me be clear on this: Second, you have to demonstrate mastery of the materials or else be retrained, which doubles both the opportunity costs and the hard costs for tuition, books, and supplies. Let me be very clear, though, that mastering a new software system like this is mandatory, Lois.
I realize everyone will have certain questions, which is understandable. Finally, then, you need to know that failure to master new materials during training is a disciplinary offense, up to and including dismissal. The alternative would be for her to return to work, fail miserably in her job, and then claim that the company was negligent for not training her adequately in this new role.
Special Note If you need to send her back to a second workshop, you could make that a disciplinary event in terms of issuing a written warning. Have you ever had employees who break things?
An autoclave machine is a steam sterilizer for laboratory instruments. As the lab head, you notice that an. Do you have any idea why that may be the case? These have been already run through the autoclave, right? Then you use the ultrasonic cleaner. Finally you sterilize them in the autoclave machine. Is that clear? If the glass is hot to the touch, then cold water or roomtemperature liquids will crack it. Does that make sense? Sorry, I should have realized that.
Just make me a promise: Does that sound fair to you? I promise. No harm done. You diagnosed the problem, reviewed the rules with the employee, and added a new one just to clarify things in the future. You can pretty much rest assured that your physics lesson will be taken to heart, if for no other reason than to avoid embarrassment—unless the breakage occurs a second time.
In the case of recurring negligence and thoughtlessness, a written warning may be warranted. Initially diagnosing a problem is a critical trait that all workers need to excel at their jobs. Of course, you retain the discretion as an employer to determine the appropriate company response in these various scenarios.
Assume that one of your HR managers is in the cafeteria having lunch when an account executive stops by to say hello. Do you need me to get involved?
Thanks and enjoy your lunch. You then thank him for the heads-up and ask him to follow up with Roland in the next day or two to get more details. Your conversation with him under those circumstances might sound like this:. Can you guess what that is? We have to get back to him before he gets back to anyone else outside the company, or else we could be seen as being remiss in our duties. I told HR. And that record is where the trouble begins. Do you get it?
And I also should have given you this little story so that you understand how making a particular record is so critical to what we do. The worst kind of record to make, though, is no record at all and no follow-up due to thoughtlessness or oversight.
Do you. So what are you going to do now? When will you do that? I want all the facts: Whenever possible, explain your message in the form of a story or a cause-and-effect scenario.
That will help your employees recall the information much more readily because people tend to remember stories a lot more than rules. Violation of company policy has many faces, including personnel, computer, security, and safety applications. Companies often have different approaches toward policies in general: Sometimes documentation in and of itself provides workers with opportunities to circumvent the rules because there are often loopholes embedded in them.
As such, many employers choose to reason that certain workplace rules are self-evident, so documenting the rules becomes redundant and unnecessary. In addition, failing to punish rule breakers may establish a company practice that You happen to walk by one day and notice the employee is wearing none of the above.
Your initial reaction is to call the employee out in front of his peers and berate him for not wearing the appropriate equipment. You may likewise reason that a formal written warning is in order.
Good thinking! You happened to see him just at the moment he climbed the ladder to pick them up. Nevertheless, you have an obligation to sit him down and remind him of the company policy as well as the critical need to avoid any exceptions.
Truth be told, we work around so much machinery every day that we take it for granted. First, you realize that if your hair were to catch on moving equipment, it could possibly result in death—no kidding—death. It just pulls them right into the gears just the same. Third, those eye goggles are life savers.
The burns eventually blistered, scabbed over, and became minor scars, thank goodness, but the liquid splashed squarely across her goggles, and she would have lost her eyesight. In addition, George, I want you take the opportunity to remind your coworkers about these same safety policies.
Occasional reminders from. Will you make that commitment to me for the good of your team? Can I count on you to do that? I thought they were free! Yes, adults young and old often forget that companies have to pay for all phone calls made by employees on their monthly bills—amazingly enough, it works just like home. They also fail to realize that the company phone bill can track every individual call back to the phone line where it was generated—and to the person who sits at that desk.
But what about full-time workers who see the company phone on their desk as a freebie resource to avoid generating long-distance cell phone charges of their own? You might want to proactively instruct your group to avoid any personal phone calls by distributing a short memo or including the following message in your next staff meeting:. First, company phones are only to be used for company business. Barring any emergencies, all personal phone calls should come from your cell phone or from a public phone down in the lobby.
The second issue has to do with your cell phones. Limit your personal calls to your breaks and meal periods, and understand that it would be considered highly inappropriate for you to be seen speaking on your cell phone during the regular business day. Do you all get my logic and reasoning behind these two rules?
An ounce of prevention is worth a pound of cure, and making this statement up front eliminates any confusion or misunderstandings right from the start. Now what about someone who has either used the company phone for excessive personal phone calls or who makes excessive personal calls using his cell phone?
Depending on your company policy and practice, you can also require reimbursement. On the other hand, excessive may be just a few too many calls during the day on the cell phone, and your response will more likely be in the form of a verbal counseling session that may sound like this:.
With the exception of emergencies, will you commit to me to limit the use of your cell phone to breaks and lunch periods? I just want to increase your level of sensitivity to how this looks.
Can you see my concern, and does it sound reasonable to you? That was nice and easy and without any drama. Our perception problem approach makes it easy to deliver a fairly straightforward message without any hesitation or angst. As a supervisor, you should never feel guilty for asking someone to do his or her job. Just use yourself as the baseline: The Internet has certainly made our lives easier.
You can download books, airplane tickets, computers, and more with the click of a button. You can gossip on blogs, share videos of family members, look up long-lost high school friends, and watch your favorite TV shows without getting out of your seat.
And since company Internet connections often allow unrestricted access, the temptation to engage in non-work-related activities can be too much for some people to resist. The Solution Much like with our excessive phone call scenario, you might want to proactively address the matter with your group to avoid excessive personal time on the Internet by distributing a short memo or including the following pep talk in your next staff meeting:.
First, the company Internet connection is to be used for only company business. All personal online activities should be limited and minimal in general, and if you have to go online for personal reasons, please restrict your usage to your breaks and lunch periods.
Is that clear and does that sound fair? Those things are all considered company equipment, and as such, the company has the right to inspect and review them at any time.
Once again, an ounce of prevention is worth a pound of cure, and making this statement up front eliminates any confusion or misunderstandings right from the start. Now what about someone who abuses the system by spending too much time on the Internet for personal reasons despite your prior coaching session?
That depends: Under those circumstances, your verbal counseling might sound like this:. But from my vantage point, you may have a perception problem on your hands. Thanks for meeting with me to discuss this. Employees sometimes take for granted the fact that your company has to download supplies and equipment for its facilities. As such, they think little of taking home notepads, pencils, rulers, and heaven forbid computer monitors and printers.
While the latter would likely border on theft and result in immediate dismissal, few companies would argue that termination would be appropriate for taking home a staple remover.
How about someone who comes to your facility with friends on a Saturday night to play a game of cards or to watch a football game on the corporate big screen TV? Or what about a worker who expresses an outrageous personal opinion to a national radio shock jock—using a corporate e-mail address that has your company name in its domain? Company has the gall to say. Boy, those are expensive! The folks in the mailroom let me know that they discovered that you had sent a personal package to your son at XYZ College in Denver.
Is that true? You know how expensive it is to send a letter via overnight express, never mind a package. What made you think that it would go by unnoticed? Understand something, though, Gary: This type of behavior could be. Employees sometimes take things at work for granted. Not major things usually, but little things that could add up over time. We pay for pencils here just like you pay for them at home, so taking anything from this house to bring home to your house could be viewed as stealing.
I think my message is pretty clear on this one. Successful careers can be derailed by simply not thinking things through, and little, seemingly harmless acts by employees can have them on the unemployment line before they know it.
Wage and hour claims often show up in the form of class action lawsuits and can literally cost your company millions of dollars. Nonexempt workers typically are entitled to two breaks and a meal period during a normal business day. If they habitually choose to forego their breaks and remain at their desks to work during their meal periods, it could come back to haunt you big time as an employer.
Stellar hourly employee works through breaks and lunches on a regular basis. Employee eventually falls out of love with his supervisor, is terminated for cause, and retains the services of an attorney to sue your company for wrongful termination. But in my case, I willingly did that—the company never asked me to. Remember, the wage and hour board will not consider whether overtime was authorized; the fact that the employee worked the overtime is all that counts to substantiate a claim for back wages.
That could land you in legal hot water with a particularly expensive price tag. Even more, if you suspect that a disgruntled employee may be particularly litigious, realize that she may be setting the company up by working through rest and meal periods while putting in unpaid overtime hours after work. In such cases, you need to step in and stop this behavior. Depending on the nature and severity of the offense, your response may be in writing in the form of a written warning or, more likely for this.
I saw you clock out at 5 P. And I thought you had left to go home because I was leaving at the same time. However, when I got in this morning, Janet Swenson, the evening supervisor, told me she saw you working until 8 P. She was very complimentary and commented on how diligent and responsible you must be to put in those kinds of hours. Besides, having quiet time to catch up on my work after hours helps me stay totally on top of my work, and I actually enjoy the peace of mind it gives me to be ahead of the game.
In our case, if you work more than forty hours in a week, you have to be paid at time-and-a-half. No questions asked. You also have to make sure you take your breaks and lunch periods on a regular and consistent basis, which is why I ask everyone to get up from their desks and get out for fresh air every day.
Not only is it healthier for the employees, but it stops anyone from picking up the phone during their lunch break and taking calls or doing any other work. In fact, some companies discipline employees who work unauthorized overtime.
It could be that serious. You made your point, explained the business rationale for your request, and treated the employee with dignity and respect, so job well done. One more note, though: Moonlighting is always a questionable topic in the workplace. On the one hand, every company wants its employees focused solely on its business needs.
In fact, many managers would agree that such a solid work ethic is very admirable. The Solution Again, realizing that there is a balance to strike between privacy i. Why do you ask? How close am I in terms of having accurate information? Let me give you an example: Would you be available to. Our simple rule is this: Do I have your commitment to abide by those rules?
Good for you. The CCH publishes the only survey that provides U. This annual survey asks HR professionals about unscheduled absence patterns in their organizations. The survey shows how unscheduled absence patterns change from year to year, which absence control programs are being used, and how effective they are considered to be.
Many companies place caps on annual sick leave allowances; others refuse to write a policy for fear that the documentation will limit their discretion in dealing with employees on a case-by-case basis.
Your decision to implement a policy should depend on the frequency of worker absenteeism relative to industry and geographic standards. In addition, setting policy can be challenging because employers need to determine the parameters of the program: Beyond the nuts and bolts of your written policy, your past practices must also be closely examined. How much time off is considered excessive?
Fixing the problem can be accomplished in three steps: Account for inconsistencies in prior decisions. Remember that you retain the discretion to change a policy or practice by notifying employees in advance and in writing: Simply follow a rule of reason: Document substandard performance consistently.
The documentation itself should begin like this: Maintenance of good attendance is a condition of employment and an essential function of your job. In order to minimize hardships that may result from illness or injury, our company provides paid sick time. However, periodic sick leave taken on a repeated basis may be viewed as abuse of the system. It is your responsibility to establish legitimate illness or injury to receive sick leave pay.
List the dates and days of the week of the actual incidents like this: In addition, a temporary worker had to be assigned to your area so that the deadline for the Vanguard project could be met. It is imperative that you minimize any future occurrences of unscheduled, unauthorized absence.
Failure to provide immediate and sustained improvement may result in further disciplinary language up to and including termination. You are now being placed on notice that according to company policy, if you reach seven incidents of unauthorized absence in the rolling calendar year, you will receive a written warning.
A tenth incident will result in your immediate dismissal. Patterning time off around weekends and holidays poses an additional challenge to you as an employer. When employees take more than 50 percent of their time off around weekends or holidays, then a pattern may be established.
Consequently, it should be handled separately in the written warning. Simply create two headings in the written warning itself: Issue 1: Excessive, unauthorized absenteeism Issue 2: Patterning incidents of unscheduled absenteeism around regularly scheduled time off. Under this second heading, you might step up the consequence language like this: You have therefore demon-.
If any other patterns appear in the next year in terms of how you take time off—that is, if you take days off either before or after weekends, holidays, or vacations—you will be subject to further disciplinary action up to and including dismissal. The FMLA makes you liable for punitive damages should you run afoul of its rules.
Still, a little knowledge will go a long way in shedding some light on the mysterious shadows surrounding the FMLA. An episodic or chronic condition that requires inpatient hospital stays.
Continuing treatment by a healthcare provider 3. A period of incapacity of more than three calendar days. Cases like this need to be handled on a case-by-case basis. No-fault systems assume that people will need to be out from time to time and establish numeric thresholds that violate the policy. For example, a hospital may set its no-fault system as follows: Conversations with employees governed by a no-fault system are simple and straightforward; what becomes important is that you provide them with a copy of your company policy so that they understand the consequences of future incidents of unscheduled absence.
It would make sense to have the following conversation:. A tenth incident in the rolling calendar year would result in your termination.
Were you aware of how our policy works, and do you have any questions? We either have to redistribute duties for the day so that coworkers can cover for the missing person, or we have to call a temp agency to send someone over, which we rarely get to do because of budget constraints.
Could you see how that might happen? Thanks for meeting with me, and let me know if you need anything or if I could help in any way. In truth, many workers do indeed view sick days like vacation days i. They do talk with each other, after all. In comparison to a no-fault system, an excuse-based system actually looks at the reasons behind the incidents in terms of determining if discipline is warranted.
Those reasons are typically documented in the written warning itself if it comes to that. And the reasons behind the absences are certainly up for discussion in terms of counseling the individual if excessive, unscheduled absenteeism appears to be becoming a pattern.
Yesterday morning at 7: