Unit 8 Health And Social Care Case Study

A growing number of states in the United State required a paid leave in addition to the federal regulations; states legislation requires employees to maintain their employment within certain time frame employment in order to accrue the sick leave hours. Additionally, the state’s regulation mandates that employees will not face any retaliation based on their medical condition

I strongly feel that my previous write up was unfair and my health conditions were overlooked. One is not able to perform a task if sick and must take care of themselves first and foremost. According to the employee handbook "if you are ill take the days you need to get well. However, Hudson Partnership CMO reserves the right to request proof of illness after any declared sick absence." On Wednesday, 7/20/2016 in the evening, I began feeling numbness and tingling on my left arm as well as breaking into hives and some inflammation onto the joints. I assumed it was an allergic reaction to gluten and took Benadryl that evening. When I awoke the following morning, the hives and inflammation still remained and I was still drowsy from Benadryl. I

The individual’s health is a stock variable which changes over time. Hence, health decisions in one period not only impact that period but also impact subsequent periods. With paid sick leave, it is easier for an individual can take time off work to recuperate. This has multiple benefits. Firstly, it allows the individual to recuperate before health levels become extremely low. Extremely low levels of health will result in more ER visits and a longer recovery period. Secondly, if the individual has an infectious disease then paid sick leave allows the individual to recover and it prevents the infection from spreading to other people in the organization. Lastly, the improved health (due to recuperation) will increase employee productivity in subsequent periods at work. Hence paid sick leave will reduce ER visits over the course of the individual’s life.

Analysing the return to work interview forms, all of the absences are short and for reasons of either upset stomach or cold/flu.

* Absence – The company needs to collect data on employee’s absence including annual leave and sickness. By keeping track of absence we can get an idea of any trends within the organisation.

Absence from the British Gas Business – Customer Care function is currently at its highest levels since 2010. The average number of days taken as absence within the short term sickness (STS) criteria (under 20 consecutive days), has increased from 4.6 to 5.5 days per employee per rolling 52 weeks. The increase in long term sickness (LTS) registered within the organisation has increased by 0.8% over the past 4 years.

Inappropriate use of sick leave is unfair to employees and the company. We expect that in most instances an employee who is too sick to work is also too sick to travel using his or her company travel privileges. If an employee has a question about the appropriateness of traveling while on sick leave, he or she can clear travel with his or her supervisor or HR

Quarantine orders often require individuals to remain home to avoid infecting others. This can create a problem for individual’s whose job does not allow them to work from home; or the company doesn’t offer sick leave pay. Thus, employee concern regarding job loss or pay reduction may result in public resistance to quarantine orders if employer becomes aware of the reason they are absence from work. In addition to lost wages, a stigma may attach to individuals who are quarantined if their employer becomes aware of the reason they are absence from work.

Everyone has gotten sick or will get sick more once in their life. When employees fall ill, it is very likely that will take time away from work until they recover. Of course, this is a good idea, but what some may not realize is how much businesses lose when they constantly have employees taking off work to tend to their sickness. To fully understand just how much germs

During the interaction between doctors and patients with medical situations, the identifiable sick role is described as a social process. Doctors use usual biomedical diagnostic techniques but depend also on their personal experience, logic and opinion in checking if the patient is legitimately sick. So therefore legitimacy of illness is often strictly based on a doctor.

2). Employees who absent without any doctor’s note for more than to 4 days/month will receive warning.

In 2006, an article by Dr. Robert Ramsey, a freelance writer with extensive supervision and personnel management stated that “In the US, found that work attendance was influenced by management style. Widespread ‘presenteeism’ occurred when managers and supervisors failed to take days off when sick themselves. Managers felt that they had to be brave and set a good example, and that they needed to be in work as their job could not be done by anyone else. The researchers, however, suggested that the adverse effect of this may be to spread contagious illnesses to other employees, therefore contributing to a greater loss of productivity and increased absence” (Ramsey ). This points to the notion that change and example comes from up top. Just as younger siblings watch and copy what their older siblings do, this is always true for management and everyone else bellow. The choice by management to work when they are clearly sick, implies to lower level workers, the unrealistic expectation to come into work even when ill. This only hurts production and puts other employees in danger of illness, jeopardizing an entire office space.

It is true, everyone has sick days, the important thing is how they are handled. As this is college, I understand the importance of attending class.. However, I am a

Employees are entitled to take a reasonable amount of time off work for dependants, this could be to make funeral arrangements or to look after a sick child.

In the case of John Doe being absent for weeks without contacting his supervisor it is up to the supervisor and HR managers to ensure they have exhausted every possible measure of trying to contact John Doe during his absence. If the company has an absenteeism policy in place John Doe could be terminated as soon as the time stated in the possible has happened. Upon arrival back to work as a manager I would ask for a one on one meeting with an HR representative present and ask him to explain his absence. If it was medically related John Doe would already know that in order to return back to work without recourse he we would have to submit a note from his doctor explaining his work status. He would know this because it would have already been outlined in his employee handbook. If John Doe is unable to provide reasonable justification for his absence he can be terminated based on abandonment of