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Absenteeism is a habitual pattern of absence from a duty or obligation without good reason. Generally, absenteeism refers to unplanned absences. [ 1 ] Absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer.
The reasons and costs for employee absence have been well studied for decades. Since the early 2000s studies have increasingly consider the reasons and costs for presenteeism which occurs when workers who are not fully productive still attend work. Injury, illness, stress, anxiety, or depression can diminish productivity, imposing increased ...
10 instances of absence, each of one day (10 × 10 × 10) = 1000 points For comparison, a single instance of absence with a duration of one working year is approximately 240 points (1 × 1 × 240). In May 2001, HM Prison Service began using the Bradford Formula to identify staff with high absenteeism due to illness. [ 4 ]
The contract is between an "employee" and an "employer". It has arisen out of the old master-servant law, used before the 20th century. Employment contracts rely on the concept of authority, in which the employee agrees to accept the authority of the employer and in exchange, the employer agrees to pay the employee a stated wage (Simon, 1951).
An employee handbook, sometimes also known as an employee manual, staff handbook, or company policy manual, is a book given to employees by an employer. The employee handbook can be used to bring together employment and job-related information which employees need to know. It typically has three types of content: [1]
Employers have varying views of sleeping while on duty. Some companies have instituted policies to allow employees to take napping breaks during the workday in order to improve productivity [11] while others are strict when dealing with employees who sleep while on duty and use high-tech means, such as video surveillance, to catch their employees who may be sleeping on the job.
Older employees seem to exhibit less aggression, tardiness, substance abuse, and voluntary absenteeism (although sickness related absenteeism is somewhat higher than younger employees). Some researchers argue that the lower rate of CWBs may be due to better self-regulation and self-control.
Workplace-deviant behavior may be expressed as tardiness or excessive absenteeism. [8] These behaviors have been cited by some researchers as "withdraw(al) behaviors…such behaviors allow employees to withdraw physically and emotionally from the organization".