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5;'>Union Representation: A comparison which reveals non-union establishments as providing fewer rights and benefits for workers, lower pay, higher rates of accidents and absenteeism, and poorer employee communication. Non-union industrial and commercial workplaces offered few formal mechanisms whereby employees could contribute to the operation of their workplaces in a broader context than that of their specific jobs. Nor were non-union workplaces as likely to have opportunities to air grievances or to resolve problems in ways that were systematic and designed to ensure fair treatment. Broadly speaking, no alternative model of employee representation had emerged as a substitute for trade union representation. In order to reduce employee frustrations good employment relations is necessary, the advantages of which are, inter alia: better performance; low turnover; improvement in quality; increase in productivity; and reduced absenteeism. One of the ways of establishing sound employment relations is a fair absenteeism policy.

 

Absenteeism Policy: Employee absenteeism may continue despite the use of absence control methods: if there is no written absenteeism policy in the company there will be inconsistent enforcement of the policy as well as a lack of absence documentation in the organization. Where there is a sick leave policy in the company, it is unfortunately true that many employees abuse the provision for paid sick leave as contained in the policy. Employees are also aware of the provisions of section 22 of the Basic Conditions of Employment Act 75 of 1997 which states that an employee can be on paid sick leave for two days without producing a medical certificate within an eight week period. This means that sick-pay schemes may indeed encourage increased absenteeism. Effective forms of employee discipline for absenteeism should include:

 

• A written policy statement;

 

• Distinguishing between absenteeism and other examples of employee misconduct as a reason

 

For discipline;

 

• Using progressive discipline on the absence record separately from the other misconduct issues;

 

• Explicit absenteeism standards and a definition of excessive absenteeism;

 

• Allowing employees to improve their records through good attendance; and

 

• Consistent application of the policy.

 

Otherwise non enforcement of the policy may lead to a bad organization culture.

 

Organization Culture: If a permissive absence culture exists in an organization, emplo本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。