Cut Costly Absenteeism In 2005

[BoeingBoy]

Cut Costly Absenteeism in 2005

"The completely legal but unexpected sick days taken by hundreds of US Airway’s employees proved beyond a doubt that all of the training, knowledge and equipment—planes, computers, conveyor belts, etc.—that keep an airline running smoothly are worthless without skilled, loyal, problem-solving, customer-focused employees."

Jim

 

[usairways_vote_NO]

That says it all... end it now is there just one of those type employees left?

 

[BoeingBoy]

"is there just one of those type employees left?"

Fortunately for the company (and undoubtedly undeserved, except by the customers), there are still many left. The real question is "How long before the minority becomes the majority?"

Jim

 

[usairways_vote_NO]

"is there just one of those type employees left?"

Fortunately for the company (and undoubtedly undeserved, except by the customers), there are still many left. The real question is "How long before the minority becomes the majority?"

Jim

[post="240436"][/post]​

The forever optimist..is that "many" really the majority?

 

[BoeingBoy]

Maybe I should have been clearer - at least when they put on their "public" face.....

Jim

 

[usairways_vote_NO]

Everything should be clearer within a few months when its all done and over.

 

[BoeingBoy]

No disagreement there....

Jim

 

[savyinvestor]

When you don't treat the employees as assets, but rather as liabilities that is what you get, a disgruntled work force that actually increases the cost of doing business inspite of huge wage and benefit concessions. Some people just don't understand this concept or don't want to. Savy

 

[openview]

a decade ago, when us was at the peaks of employee pay, contractual benefits, stock skyrocketing, etc.... i.e. so called peaceful harmony.. sick time still spiked every w/e and every holiday.

 

[BoeingBoy]

And back then, U management was only paying what they'd contractually agreed to. There were no proactive measures in place to encourage "correct" employee behavior, as discussed in the article. Not then, not now.

Jim

 

[openview]

And back then, U management was only paying what they'd contractually agreed to. There were no proactive measures in place to encourage "correct" employee behavior, as discussed in the article. Not then, not now

So ask the company to slide the scale of contractually negotatiated sick time to more favorably reward($$) the good workers and less favorably(-$) reward the bad workers.

The union will eliminate that notion in a ny minute.

 

[EightySix]

As long as this country continues to recognize the FMLA companies will continue to lose productivity due to absenteeism. The number of people in our company who have FMLA is outstanding. The number that use it for purposes other that what it was intended for (ie vacations days, emergencies, cover late occurrances) is ridiculous. So the company hired a couple of nurses to review the applications but if you have a Dr who is willing to write it out the right way for you- you can make your own schedule. Ask any res agent how many people abuse family leave.
It's funny- these people are the biggest abusers of sick time yet they are getting holiday passes because somehow their absences over the holidays is "excused". Once you get FMLA- no one will check to see if your absence is legit.