To be able to control absences due to illness or injury, companies have implemented absence management programs. What they seek to attain here is to target and mitigate unexplained, unscheduled and excessive absenteeism. These management programs cover a wide variety of absences for which they are referred to as Total Absence Management. There is also a Day One Absence Management which only focuses on rapid response for a narrow scope of absences. Brief illnesses and non-illness issues are dealt with in the casual absence management program which is something important for the two types of absence management programs.
Absence management uses certain terminology which should be understood. Here are some of the definitions that apply to this growing field.
A program under absence management but narrower in scope is the
biometrics data collection
program. Disability programs focus on the reduction of the cost impact of disability, and the promotion of optimal recovery from the disability, and the employees return to work.
In health and productivity management there is an integration of management, data, and services which concerns employee health which directly affects his attendance and work performance. This is the broadest umbrella of the program.
To address the psychological issues behind absences, behavior risk integration programs are used as part of absence management. The behavioral risk integration program addresses the factors influencing a person, families and their communities as a whole.
Workplace wellness is an organization program which is designed to support improved health for all employees. The activities included in this wellness programs are health educations, medical screenings, health fairs, weight management, health coaching, newsletters, on-site fitness centers, and other wellness oriented educational programs.
Absences are very costly for employers, but it also has a toll on disabled employees. More employers have become proactive when they started implementing
t programs. There are still employers for have not fully addressed employee absence issues. Disability is produced by some conditions which many employers have failed to discover. If a manager fails to measure absences they will not be able to manage them effectively. Managers who are not aware of the conditions causing absences cannot put their efforts on important cases of absenteeism.
What managers need to do is to collect data, evaluate them so that they can do something to solve problematic areas. If a method works for one corporate environment it may not necessarily work for another. To get important data to show where the concerns should be, there should be an overall strategy and evaluation of tactics.