Opinions
Summer sick day dilemma
by Michele Majul-Ibarra
Absenteeism particularly in the summer months is a common challenge for employers in Manitoba, particularly in industries like healthcare, retail, and hospitality. As temperatures rise and vacation season jumps into full swing, many employers are faced with challenges when workers are calling in sick who are not actually ill. Whether it’s to attend family and social events, extend the weekend or simply enjoy the warm weather, these unplanned absences can disrupt operations, and impact the overall productivity of the team. Addressing this issue requires employers to balance between enforcing policies and fostering a positive work environment.
Why employees call in sick during summer
According to a new survey by Dayforce Inc., 40 per cent of employees say they have called in sick when they were not actually ill to extend a weekend or attend a social event during the summer. On the other hand, 42 per cent say they are less productive during the summer. Meanwhile, 34 per cent said they slack off when their boss is on summer vacation, a percentage that increases to 51 per cent and 43 per cent, respectively, among workers aged 18 to 34.
Employer expectations for sick days
Depending on the industry, each employer has their expectations when it comes to staff attendance, so it is important for employees to understand the specific policies related to their employer’s call-in procedure and method of communication required. This may mean calling in between at least one to three hours prior to the beginning of the shift. For unionized employees, this requirement is typically outlined in the collective agreement.
The other thing for employees to look into is whether their employer’s policy requires a doctor’s note, especially if the absence is for an extended period. Of note, the momentum has changed in Manitoba regarding sick notes as there has been a recommendation through Doctors Manitoba and the Manitoba Government, as of October 2024, encouraging employers to pursue alternatives to sick notes to manage recurring or patterns of absences. This initiative is to reduce the unnecessary administrative burden on physicians.
Can an employee be terminated for faking a sick call?
In 2014, an employee bus driver for the Toronto Transit Commission (TTC) was terminated after calling in sick three days in a row. It was discovered by his employer via his Facebook account that he posted several photos of himself in Las Vegas during his brother’s bachelor’s party. In one post, he wrote, “Vegas tonight! Can’t wait! Brother’s bachelor’s party is gonna be fun!” In this case, the arbitrator found that the employee had engaged in a premeditated course of fraudulent conduct that was damaging to the employee and employer relationship. The bottom line here is the employer can fire an employee for calling in sick if they are caught misusing their sick time.
How do sick calls impact the workplace?
Unplanned absences can leave departments or units short-handed with increased workloads for the remaining employees. Frequent sick calls can also disrupt workflow and delay projects. For the remaining employees who consistently show up for work, they may feel frustrated when they see their colleagues abusing their sick time. The other impact that employers must deal with is the cost of overtime to cover absent employees.
While summer absenteeism can be frustrating, employers can mitigate its impact by fostering a workplace culture that values both productivity and employee well-being. It is also important to ensure that employees are not pulling a sickie when they are feeling fine, and equally important to ensure they are taking the necessary time off when they are really not feeling fine.
This article is intended for information purposes only and not to be considered as professional advice.
Sources
https://assets.doctorsmanitoba.ca/documents/ABTF-Recommendation-6-Sick-Notes-3rd-Party.pdf
Michele Majul-Ibarra, BA (Psych), IPMA-ACP, C.I.M. is a Director of Human Resources in the public sector. She holds the Advanced Certified HR Professional Designation with the International Personnel Management Association and holds the professional designation C.I.M. through Chartered Managers Canada.