BUS FPX 4046 Assessment 3

Sick Time Regulation 

Even if the federal legislation is not that present, which obligates the employers to provide sick leave, the duty is incumbent to not disoblige the workers from taking benefit of the sick leave. No employer can decline to expel, eradicate, or suspend a worker to utilize a sick holiday. The employees adopt the sick leave as an almost universal norm among the staff of every enterprise. Employers are required to abide by the working regulations, leaving the sick in the HR department. However, the Family and Medical Leave Act (FMLA) requires businesses to abide by the regulations for unpaid sick holidays. Employers are also required to provide medical treatment, services, and medicines during sick leave. Employees must provide medical documents to their employer to request FMLA in the event of absence. Bryan, employed by our company for less than a year, is enquiring regarding their ill holidays. Within the last two months, we have witnessed recurrent instances of calling in ill on Friday and coming late to work on Monday. Though we appreciate Bryan as a worker and take his diligence into consideration, this behavior is currently seen as sick leave and misuse of guarantee. Letting Bryan continue with this behavior not only sets a precedent for future abuse but can also instigate equal behavior from other employees.

BUS FPX 4046 Assessment 3:Investigation Steps 

Sickness absence, or absence, refers to when the employee tends to immerse himself in work from time to time without offering enough justification. The employers have to work hard in averting absences before they happen. Addressing the issue at its initial stage may help spare the organization its time and money. The next phases highlight the process to be followed during the survey:

Install policies and procedures.

• Choose your investigator
• analyze the problem
• Describe the scope and aim of the investigation.
• Obtain privacy
• Organize and gather information
• carry out the interview
• Interpret the information gathered
• The company’s guidelines and procedures regarding sick time and torsion will be examined prior to the closure and document interview process. Copies of these guidelines and processes will be handed out to concerned parties during the interview process. The investigative team will include themselves and an HR colleague. On Monday morning, at the beginning of work, two of the employees working with Brian will be requested to take part in the interview. The interviews will be entirely dedicated to Brian’s absence and torsion and conducted with privacy insurance. 

Interview Process 

An interview conducted by each worker involved in the investigation helps to obtain thorough information regarding the circumstances. Standardized questions asked of Brian’s colleagues will ensure ease of analysis. Questions asked from Bryan’s coworkers include

• How familiar are you with Bryan as a relative?
• How frequently is Bryan absent at work?
• How many times will Brian be late for work?
• Does Bryan demonstrate any negative attitude when he returns to work on Monday?
• Does Bryan’s absence create any operational disruption?

BUS FPX 4046 Assessment 3 Workplace Investigation Report  

Then Bryan will be interviewed to shed light on the additional insight. This is done to record their procedure and ensure precision and adherence to legal processes. The following questions will be asked to Brian:

• What are you doing for our company?
• How do you feel about your position in our company?
• How do you view your co-workers?
• Do you believe our firm provides enough sick leave?
• Do you have any health issues you wish to disclose to our company?
• Can you provide your sick leave?
• Is there anything that our company can do that will assist you in medical care?

Documentation 

Our organization maintains that workers offer a genuine apology upon calling out the sick employees. After three consecutive sick days, workers have to provide a medical certificate from the licensed physician. These materials are handled confidentially under the 1996 Health Insurance Portability and Accountability Act (HIPAA) and archived in every worker’s personnel file. Workers are permitted to seek copies of these products in written format, and HR staff and upper management are accessible on limitation.

Alternative Dispute Resolution (ADR) 

Arbitration, reconciliation, interaction, and transactions are some of the most popular ADR techniques. The ADR process can be done in a friendly manner without adopting the procedure and without going to cases. The dialogue encouraged confidence and hastened the settlement, while the mediation reunites the parties in conflict for innovative conversations. Mediation, as agreed by both parties, is a structured method of handling the dispute. In the case of Bryan, interaction is deemed proper since legal action is not assured, and its aim is to correct it without changing his behavior.

Corrective Actions 

Due to the less than one-year employment period with our company and their frequent abuse, corrective actions are necessary.

Brian will receive a written warning; until his employment is closed, it will be placed in his staff file.

Additionally, they have to undergo training by reading the manual on our procedures and guidelines. While it’s a minimum, these are corrective actions that work towards solving the issue. Brian will get a chance to file a complaint, if necessary, to go through the process of complaining to our company. We will keep on enhancing training of all the company rules and procedures so that similar situations do not occur in the future. Confidentiality involved will be safeguarded during the process of upholding self-confidence and avoiding possible revenge.