Developing a sick-leave policy will involve more than picking out the number of days to allot to your employees.
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The best possible thing to do first when considering your policy is to make it a part of your hiring process from the beginning. Just like in any relationship, communication is vital from the beginning. Having everything understood and stated from the start will give the relationship between management and the worker a good place to grow from. Job applicants who expect to take sick time and want to be sure to be paid should know up front if they're likely to lose pay.
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It is vital that all parties understand what is expected and expected of them. And as an employer or manager you will be protected when you have a written policy.
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One of the key elements to consider when developing the policy is the specific demands of your business. You will need to reflect upon what your strategy will be to replace the absent worker. Will you shift the work to other employees and pay overtime? Or will you hire a temp to replace the absentee?
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You can consult a human resources supplier. Or, if you're on a rigid budget, Score, the organization of retired executives who counsel small business owners, has human resources experts who can lend a hand. Implementing a sick leave policy can be one of the most demanding parts of being an employer.
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It is one of those oft neglected little things that can cause tremendous problems for you if not done right.
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