Absenteeism in enterprise agreements 7/4/99

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Absenteeism in enterprise agreements 7/4/99

There are two basic approaches to dealing with absenteeism in agreements, either through incentives or a disciplinary control approach.

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There are two basic approaches to dealing with absenteeism in agreements, either through incentives or a disciplinary control approach. The following summaries of agreements provide examples of both the incentive approach as well as the disciplinary approach.

Incentive/benefit scheme: The Gepps Cross South Australia Pacific Waste Management Enterprise Agreement 1998 (Print Q5682) provides a bonus to employees who do not use their sick leave entitlement. The bonus is $500 for not taking any days as sick leave in the year, $200 for only taking a single day, $100 for taking two days and nothing if the employee has taken three or more sick days in the year.

The ACL Specialised Gaskets Certified Agreement 1998 (Print Q6394) includes an incentive programme which will operate for the first year of the agreement. The agreement provides a $40 gift voucher to any employee with a 100% attendance record during a three month period. Sick leave, carer's leave and injury leave are all treated as non-attendance for the purposes of the agreement and awarding the incentive.

Control/discipline strategies: The BTR Automotive Drivetrain Systems Albury Enterprise Bargaining Agreement 1998 (Print Q6021) notifies employees that disciplinary action may be instituted where a poor attendance record is identified. The agreement provides that absences on the day preceding or following a rostered day off must be supported with a doctor's certificate. An 'Absenteeism Working Party' is also established by the agreement. The working party is charged with adopting a strategic and holistic approach to reduce levels of absenteeism in the organisation.

The above summaries were taken from the Australian Chamber of Commerce and Industry's 'Federal Enterprise Agreement Report - Third Quarter 1998'.

 

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