Managing sickness at the workplace and return to work
One of the occupation safety and health concern at the workplace is on how to manage the sickness of the employees and their return to work after they have recovered from the condition. In this case, the organization should consider keeping the records of sick employees. What should be recorded is the issues that the employee is facing. In this case, the affected employees may be suffering from a condition that is directly related to the workplace. Given this case, such persons may be forced to have a change in their work environment, and the management should initiate this. For instance, an employee may be suffering from recurring asthmatic conditions that may make him sick. With such an example at hand, the management may decide to relocate the working of such an employee to an environment that does not contain predisposing factors to the condition.
Apart from that, a record of sickness reported by the employees will also be helpful to the management. In this regard, the responsible authority may note that the reported health issues are common among a majority of the employees and that the condition is work-related. If this is the case, such authority may have no option but to change the overall work practice to enhance the health of a majority of the employees, as this will facilitate workplace productivity. For example, in case it is reported that the affected employees suffer from back pains as a result of engaging in strenuous work of carrying heavy cartons at the place of work, the management may decide to introduce machines to aid in this practice (Jones, & Jenkins, 2018).
The other health and safety concern that may lead to sickness at the workplace is stress at the workplace. If this is the issue, then the management should consider introducing workplace controls that will help in the prevention of pressure build-up. On the other hand, if the sickness is as a result of balancing work and domestic demands, then the management should introduce flexible working hours. All these moves are aimed at enhancing the health of the employees.
However, when an employee reports that he or she is sick, it is a requirement by the labor laws for such a person to be subjected to sick leave. This may take up to a couple of weeks. While on sick leave, the human resource department should ensure that the gap left by the absence of the employee is filled. This may be in the form of hiring casuals to provide support to the organization (Great Britain., & Great Britain., 2006). The aim of taking this move is so as to ensure that the remaining employees are not overwhelmed at the workplace on trying to fill the gap left by the leaving employee as a result of sickness.
While on sick leave, the management should consider keeping in contact with the employees. This will make them develop a feeling of safety. However, in the course of getting in touch with the employees to get them back to work after their sickness, the responsible authority should not engage in sensitive conversations that may make the affected person feel uncomfortable. The conversation should revolve around whether the employee is ready to report back to work. In this case, the main focus of the management is supposed to be on what the employees may need help with in case they return to work.
One of the benefits of conducting a return to work interview after the sickness of an employee is that it helps in determining whether there are other health concerns that need to be addressed when the employee resumes to the place of work. The other importance of the interview as far as the health and safety of the employee is concerned is discussing any possible adjustments that should be made at the workplace, and this is more relevant in case an employee has a disability (Black, Frost, & Great Britain, 2011).
There are various tips that employers should consider for them to have a successful return to work process. One of these tips is keeping the employees in the loop, and here is whereby the authorities should keep in contact with the employees while they are on sick leave. Apart from that, the other critical aspect in regard to return to work of the sick employees is that the management should get the timing right. In this case, the return to work arrangements should be made at least three to four weeks before the employees return to their places of work. Starting the process too early may have the impact of additional stress on the employees. On the other hand, beginning the process late may make it difficult or even impossible to address the obstacles that may hinder the employees from returning to work once they recover from their condition.
References
Black, C., Frost, D., & Great Britain. (2011). Health at work: An independent review of
sickness absence. Norwich: TSO (The Stationery Office.
Great Britain., & Great Britain. (2006). The management of staff sickness absence in
the National Probation Service. The Stationery Office.
Jones, R., & Jenkins, F. (2018). Key Topics in Healthcare Management: Understanding the
Big Picture.