be caused by undiagnosed medical issues or family issues. It might even be the result of a conflict with a coworker or supervisor. When discussing an absence with a returning employee, the supervisor should tactfully try to determine if there is some underlying problem causing the absences. This information would be relevant to any contemplated disciplinary action, as well as to a decision to refer the employee to a medical provider or assistance program. The employee’s well-being should always remain the priority.
By setting clear expectations on
employee attendance from the outset, periodically re-emphasizing the effects of absences on the operation and co-workers, and making attendance management
the supervisor’s
responsibility, you may be able to limit unnecessary absences in your workplace.
About the Author Richard D. Alaniz is a partner at Alaniz Law & Associates, PLLC, a labor and employment firm based in Houston. He has been at the forefront of labor and employment law for over forty years, including stints with the U.S. Department of Labor and the National Labor Relations Board. Rick is a prolific writer on labor and employment law and conducts frequent seminars to
client companies and trade associations across the country. Questions about this article, or requests to subscribe to receive Rick’s monthly articles, can be addressed to Rick at (281) 833-2200 or
ralaniz@alaniz-law.com.
Congratulations to ALL FEF Graduates!
If you’re looking for metalcasting-trained, new
talent to fill your intern, co-op, or full-time positions, contact Nick Bacik at
nick@fefinc.org.
Foundry Educational Foundation
www.fefinc.org
Pictured are a few of this year’s grads. June 2022 ❘ 39 ®
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