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Employee Absence Tracking Programs and Concerns

This SHRM poll explores the prevalence and categorization of employee absences in organizations, as well as the tracking of indirect costs and senior management concerns.

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Employee Absence Tracking Programs and Concerns

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  1. SHRM Poll: Managing Employee Absences August 16, 2011

  2. Key Findings • Do organizations track employee absences? A majority of organizations (79%) currently have a program in place that tracks workplace absences. • How do organizations categorize employee absences in the workplace? Of the organizations that track employee absences, almost all (87%) separate absences by unplanned leave (e.g., sick days, FMLA leave), planned absences (e.g., vacations, holidays, FMLA leave) and/or extended leave (e.g., short-term disability, FMLA leave, workers’ compensation leave). • What proportion of organizations track the indirect costs, such as overtime and the need for temporary workers, caused by employee absences? More than one-half of organizations do not track the indirect costs from employees’ unplanned (61%) or extended (53%) absences. • Is senior management concerned about the indirect costs of unplanned and extended employee absences? More than one-half of respondents reported that senior management was moderately concerned with costs related to unplanned (57%) and extended (53%) absences, whereas a much smaller percentage indicated that senior management was very concerned about indirect costs of extended (18%) and unplanned (13%) absences.

  3. Does your organization currently have a program that tracks employee absences in the workplace? Note: n = 302. Respondents who answered “not sure” were excluded from this analysis.

  4. Does your absence program separate employee absences by unplanned absences (e.g., sick days, FMLA leave), planned absences (e.g., vacations, holidays, FMLA leave) and/or extended absences (e.g., short-term disability, FMLA leave, workers’ comp leave)? Note: n = 229. Respondents who answered “not sure” were excluded from this analysis. Total does not equal 100% due to rounding.

  5. Does your organization track the indirect costs (e.g., temporary workers, overtime, business disruption, lags in product delivery, customer satisfaction) of unplanned absences and extended absences? Note: n = 226. Respondents who answered “not sure” were excluded from this analysis.

  6. Generally speaking, how concerned is senior management at your organization about the indirect costs of unplanned absences and extended absences? Note: n = 277. Respondents who answered “not sure” were excluded from this analysis.

  7. How regularly do applicable staff (e.g., line managers, HR) at your organization receive training and/or updates on the latest legal and administrative developments in the Family and Medical Leave Act (FMLA), Americans with Disabilities Act Amendments Act (ADAAA) or other leave laws? n = 275

  8. Demographics: Organization Industry n = 302

  9. Demographics: Organization Industry (continued) n = 302

  10. Demographics: Organization Sector n = 296

  11. Demographics: Organization Staff Size Note: n = 287. Total does not equal 100% due to rounding.

  12. Demographics: Other

  13. SHRM Poll: Managing Employee Absences Methodology • Response rate = 11% • Sample composed of 302 randomly selected HR professionals from SHRM’s membership • Margin of error +/- 5% • Survey fielded June 9th to June 22nd, 2011 For more poll findings, visit www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Research

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