Handling the return to work interview |
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| By Rick Dahne |
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| When an employee has been absent from work due to sickness
the return to work interview can play a vital role in
managing absenteeism. Human resources need to understand how
to handle the return to work process to ensure that
absenteeism does not get out of control. The HR manager will need to work closely with supervisors to ensure that work is covered in an employee's absence and that staff are aware of the appropriate process to follow when falling ill. As the supervisor is often the first contact an employee has when informing work of a leave of absence human resource procedures must accommodate close working relationships between human resources and the supervisory level. This will ensure that HR are able to gain accurate information about absenteeism and can focus in on any trends of sickness that may be of concern. The return to work interview is an ideal place to glean further information about absenteeism and it is critical that both human resources and supervisors are trained in how to handle one. According to recent national studies these interviews are one of the most effective ways of controlling short term sickness. The interview is an opportunity for the supervisor to welcome staff back to work as well as showing employees that the management team is dedicated to managing absenteeism at work. It can also check if the employee is fit enough to come back. Paperwork should be filled out to record the interview. This on its own can be big enough a deterrent for bogus days off. An interview should be carried out promptly after staff members return to work and the interview should be used as a confidential space to talk about any issues that may have contributed to the period of absenteeism. At NorthgateArinso we have a wealth of experience in all human resource areas and can help you develop strong HR processes. |
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