If there is one workplace issue that bedevils virtually every employer in the country on a daily basis, it is the dilemma of employee attendance — perhaps more appropriately, the lack of attendance. Despite the rapidly expanding mandatory paid leave laws and the adoption of generous paid-time-off policies by a large number of employers, employees continue to find reasons for not coming to work. In fact, worker absences result in the loss of over $225 billion in lost productivity to our economy annually. That is almost $1,700.00 per employee. In addition to the lost productivity, there are other considerable business impacts from absenteeism. The quality of products and/or services is affected because of understaffing. It lowers morale because fellow employees have to fill in or do extra work. Ultimately, unchecked absenteeism can lead to higher turnover.
Most employers address habitual absenteeism and/or tardiness with disciplinary action, including termination in egregious cases. With over seven million job openings and the lowest unemployment rate in almost 50 years, the loss of employment is not seen as very significant by an increasing number of employees. In fact, in 2019 more employees voluntarily left a job than in any year since 2001. Ever-climbing state minimum wage rates have caused starting pay rates to rise dramatically in virtually all industries. Thus, replacing a good hourly wage is not that difficult when everyone is hiring and paying about the same. The threat of disciplinary action that could ultimately lead to termination is no longer the threat it once was.