A common issue posed to Australian HR professionals and workplace consultants is in relation to best practice for managing personal leave entitlements, and more specifically those who obviously use their sick/carer’s leave as it accrues.
It is therefore imperative that effective and reasonable management of absenteeism is required and so, the following approach could be adopted:
A Personal Leave policy and guidelines which clearly stipulate employee entitlements, evidence and notice requirements
Effective and appropriate follow up with the employee upon their return to the workplace
Education of employees and managers to ensure a clear understanding of policy, guidelines and organisational expectations
Personal leave is of course a workplace right and as such organisations should not unnecessarily risk an adverse action or discrimination claim by requiring excessive evidence.
HR professionals (and/or line managers) really need to be well informed of their legal rights and obligations, and to ensure compliance, they should seek appriopriate advice... and/or consult the Fair Work Act 2009, National Employment Standards (NES) provision for guidance.
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