How to Cure Employee Absence for Good in Your Business

Curing Employee Absence for Good

Jobs in all industries require employees to arrive on time to work. Employees arriving late force management to fill your spot with employees that were on time. The employees work harder in a co-worker’s absence. Morale is down due to employees doing their job and the absent person. As a result, current employees quit, which stresses out management more. For managers, overtime expenses rise due to employees staying late doing two jobs instead of one. This stress forces the company’s hand, leaving them no choice but to take disciplinary action toward the late/absent employee ranging from strikes to termination. Overall, absence hurts the bottom line.


A Cure

Fortunately, employee attendance is a solvable issue. Simply manage attendance and encourage the absent person to attend.

Leave a Paper Trail

Manage attendance by tracking the hours taken off from work and the time they arrive. Use software to keep track of attendance. Encourage employees to call the supervisor responsible for attendance tracking to inform them about the unscheduled absence. Employees should state the reason for the absence as well. In return, the supervisor should inform the employee the impact their absence will have on the company.

Welcome them back to work whenever their situation has improved. During the conversation, do not force the employee to feel sorry about their absence or play the blame game. The supervisor will pencil in the employee missing work into the software. Print out a weekly hard copy as a backup precaution. Ensure everyone follows the rules. Show no favoritism or give political favors.


Positive Encouragement

Give Positive Encouragement

Along with the phone conversation, positive encouragement about the situation is welcome. Most employees have a legitimate reason for leaving work, so inform them that it’s all right. Showing selfishness and anger toward the employee for taking time off pushes the employee away from the job. The employees may not quit, but their trust and love for the job will wane. Furthermore, positive comments like ‘good job,’ ‘thank you,’ and ‘excellent’ work toward appreciation and respect so many employees crave.


Offer Incentive

Offer Incentive

Go a step further in positive encouragement with incentive. Rewards and recognition show employees they are not a number; they are part of a team. An employee of the month, awards, time off, passing out gift cards bring customers close to their job. Include incentives in the attendance tracking system as a point system. Inform employees the point system will lead to the chosen incentive after a selected time (week, month, year, etc). That encourages employees to attend work. Stick with punishing people who don’t attend work, but reward employees who do.

Be Proactive

There are legitimate reasons employees require additional time away from the workplace. Consequently, employees use the time off for frivolous reasons. Companies cannot let unjustified reasons slide. Without upsetting the employee, talk to them about their absence. The problem companies’ face is approaching them after a day. Give them time to miss many days before approaching them (one week, two weeks, etc.). You’ll have legitimate reasons to back up your claims. Allow the employee to respond, and determine if the situation is fixable. Work out a compromise if possible.


Be Flexible

Be Flexible

Employees have a life outside of work, so show flexibility in your schedule for common cases. Sick children, being sick, school issues, doctor’s appointment, and snow/ice issues are examples of common reason for absent employees. Be flexible. Schedules should adjust for the employee so employees can successfully juggle work and family life. Examples include working nights one day and days the next, working from home, sharing jobs, and telecommuting.

Keep in Communication

In the end, retention rate is about communication. Have an open door policy. Managers are the bosses, but effective managers are approachable, not distant. Too tough equals cold-heartedness. Too lenient equals pushover. Find the balance. Be sure to follow up on an employee’s issue to ensure its resolved. Learn from previous absentees and incorporate problematic issues in interviews to avoid future retention problems. The workplace is a team effort with no ‘I’ in team.

Unfortunately, some employees just won’t listen regardless of effort. In that case, cutting ties is the reasonable solution. Hire someone new and encourage the new hire to become loyal, reliable, and trustworthy. For the remaining employees, work with them and focus on keeping them around long-term. Continue to carefully track absentees to maintain retention.

Article provided by Neches FCU, an Equal Employment Opportunity Employer.

Neches FCU is one of the top Texas credit unions and has an attentive team of professionals ready to serve our members. When its doors open at any of the nine service centers, the aim of “Ultimate Member Satisfaction” becomes the sole focus for every staff member. They are well-respected for a personal, dynamic and positive work environment, delivering a memorable service experience, and where all clients are known personally. Neches has about $438 Million in assets with over 45,000 members. Neches FCU is considered by members and the business community as one of the best credit unions in Texas and an actively involved partner, helping our Family, Friends and Community!


The Ongoing Roll-Out Of The ACA

Tax Strategy: The Continued Roll Out Of Obamacare



The Affordable Care Act was used as a source for tax interest since 2010. When it debuted, small business owners got health insurance from a tax credit. Last year, there was a roll-out for individual mandates and assistance credits.

Employee Mandate 2015

The biggest issue this year is the employee mandate. As a result, many businesses are now prepping for the Cadillac tax. Before the news reaches the press, the Supreme Court will probably make laws for federal exchanges. During the ruling, the constitutionality of the ACA will not be at risk.


Supreme Court
Supreme Court

Supreme Court Actions

The current issue that the Supreme Court must tackle involves health insurance subsidies. The major problem is the language for state exchanges. There are federal health exchanges in various states.

State and Federal Exchanges

There will be no changes if there are subsidies for federal and state exchanges. However, the ACA will become a law if there are only subsidies for state exchanges. The problem is that the price of insurance in most states will decrease participation. There are a few Republicans who are concerned about a backlash if subsidies are lost.

Mandate Delays

The individual mandate and the employer mandate was scheduled for 2014. However, the date was postponed by the administration. This year, the mandates will become effective. Some smaller businesses will not be subject to the changes until 2016.


ACA Mandate Details
ACA Mandate Details

Mandate Details

The mandate is designed for businesses that have at least 50 full-time employees. Companies that have less than 100 employees will not be affected by the mandate until 2016. A full-time employee must work more than 30 hours a week. However, the government is trying to change the law to 40 hours a week.

The Employee Count Threshold

Any company that exceeds the employee count threshold will be penalized if essential coverage is not provided. Businesses that purchase single coverage must not exceed 9.5 percent of the yearly adjusted gross. Revenue Procedure 2014-37 has modified the percentage this year.

Coverage Details

Minimum essential coverage is only available for businesses that offer health plans with key benefits. Nearly 95 percent of the staff should get coverage. The employee’s kids must receive coverage too.


ACA Penalty
ACA Penalty

The Penalty

Businesses that are penalized must pay over $2,000 each year. The government calculates new charges every month. This year, businesses that have 100 or more employees only pay 70 percent of the penalty.

Business Forms

Key ACA requirements were also delayed to 2015. Business owners must give Form 1094-C to the IRS and Form 1095 to every employee. Employers who require Form 1095-C have to calculate the cheapest plan for employees each month.


Employer reporting is an obligation, so managers must gather detailed information to process the forms. Businesses that have 50 to 99 workers will be not subject to the mandate until next year. However, these companies must comply with the 2015 reporting laws.

Future Coverage

In 2018, there will be an excise tax for health plans that are sponsored by high-cost employers. The single coverage dollar limit will be $10,200. Family coverage will have a $27,500 limit.

The Plans

There is a huge concern because insurance costs are pushing certain plans to their limits. The plans consist of strategies that benefit employees and owners and strategies that help businesses negotiate wage increases. Employers are now decreasing their health plan costs because of the excise tax.


Congress and the ACA
Congress and the ACA

Congress Actions

Since Republicans in Congress are now in control, legislative proposals won’t stop. Besides the ACA, the most common proposal involves repealing the excise tax for the medical industry. This tax will repeal the Cadillac excise tax and will fund the ACA.


Without funding sources, the most important legislative proposals will not reach President Obama. This is why the 2016 election is crucial. The long-term prospects are depending on the election results.

Employee Reimbursement

According to Notice 2013-54, all employee reimbursement costs for insurance may not meet ACA requirements. The IRS stated that the same law applies for reimbursements that are processed before or after taxes. Businesses are not subject to a penalty if an increased compensation is not tied to health insurance costs.

Overall, the Affordable Care Act will produce more tax issues. As a result, this tax season will be quite challenging.


Author Bio:


I’m a Tax Pro based in Georgia. I love to cover Tax and Accounting topics. I’m an entrepreneur, and I like men and women who desire to build businesses and help in the economy. I trust you appreciated my blog post. Please don’t hesitate to provide me comments.

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