No company can succeed if it doesn't maximize profits whenever possible. In the case of organizations with frequent employee absences, employers need to be able to correctly judge when their personnel can't be present on the job and when they're just trying to get a day off. This sort of determination becomes especially tricky when disabled or injured workers are involved.
Despite being hurt or handicapped, some employees may still abuse the goodwill of an employer by taking off more days than they may actually need. Companies that attempt to crack down on such behavior should do so at their own risk. A rigorous no-fault absence policy needs to be enacted so that businesses are sure that they aren't in violation of regulations that protect disabled workers.
To create a fair and equitable absence policy, contact an employee benefit specialist. Such professionals can help to resolve issues surrounding chronic absences and will be able to figure out if an organization's policies are discriminatory in the eyes of state or federal agencies. Marginal value is hard to find, so only search for it if employers are certain that it can be located without breaking the law or ignoring the rights of workers.
