![\"\"](\"https:\/\/www.zoomshift.com\/blog\/wp-content\/uploads\/2019\/12\/Have-Job-Descriptions-Handy-Got-A-Last-Minute-Sick-Employee-How-To-Manage-On-Short-Notice.jpeg\")
<\/p>\n
Use Scheduling Software<\/h3>\n
If you use an online scheduling software<\/a> like ZoomShift, you can see at a quick glance who might be available to work your sick employee\u2019s shift.<\/p>\n Software that is accessible from any location makes swapping out schedules quite easy. So, your job can be handled promptly and without problem.<\/p>\n Your other staff members can also swap shifts<\/a> on their own.<\/p>\n Oftentimes, if you\u2019re using online scheduling software like ZoomShift, you can stay out of the mix. Let\u2019s say your employee calls in sick. You can send the team member to the software where they can contact another employee to see if they\u2019ll cover the open shift.<\/p>\n It is true that employees get sick. And, you don\u2019t want them working. But, what do you do if you have employees who call in sick, and you know they aren\u2019t sick.<\/p>\n Let\u2019s take a look at what to do about these employees so you aren\u2019t having to manage on short notice.<\/p>\n If you\u2019re using ZoomShift, you can look for a pattern of absenteeism. For example, you may notice that Bob calls in sick the second Friday of each month, or that Gloria is sick two days at the end of each month.<\/p>\n Finding a pattern of behavior opens the door for you to have a conversation with your employee.<\/p>\n You need to address the issue head on and find a way to solve it. Bob and Gloria probably don\u2019t want to lie to you, but they don\u2019t know how to get out of work.<\/p>\n If they have a valid reason, offer to switch their schedule around to accommodate the days they usually call in sick. Explain that they can\u2019t do that any longer.<\/p>\n Most employee problems can be handled as long as you have a procedure in place.<\/p>\n Your employee manual should lay out your entire employee absenteeism<\/a> policy. It should specify a certain number of allowed sick days and whether they are paid or unpaid.<\/p>\n Your policy should also state the following: If you have an employee who calls in sick on a consistent basis, it\u2019s time to look at his past employee reviews.<\/p>\n Does he have performance issues? Is he constantly in the middle of conflicts? Does he meet his deadlines? Has he been caught in a lie?<\/p>\n Unfortunately, you may find it\u2019s time to let the employee go.<\/p>\n But, make sure you\u2019ve documented all the employee\u2019s problems and missed days.<\/p>\n You\u2019ll want to know your company\u2019s discipline policy and follow the steps. These usually begin with a verbal warning, followed by a written warning, then suspension without pay and finally, termination.<\/p>\n Some companies have separate vacation and sick leave policies. Sometimes this kind of set up causes employees to call in sick when they aren\u2019t.<\/p>\n For example, if they\u2019ve used up their 14 days off, but they need to go out of town, they may call in sick because they don\u2019t have any more vacation time, but they do have sick leave.<\/p>\n If you are combining them, make sure you are sticking to your city and state laws regarding paid sick time. Sometimes, they won\u2019t let you combine them.<\/p>\n Forbes reports that sick days cost U.S. employers more than $576 billion annually.<\/p>\n Nearly 40% of that comes from lost productivity \u2014 either from employees being absent or working while unwell and not performing at their best.<\/p>\n While you don\u2019t want sick employees coming in, you do need to be prepared for last-minute call-outs. Having a backup plan and using scheduling software like ZoomShift<\/span><\/span> can make a big difference.<\/p>\n Online software can help facilitate last minute changes with ease and ensure your employees can swap shifts<\/a> from any location.<\/p>\n Finally, make sure you have a clear process in place. Employees should know exactly what steps to follow when calling in sick\u2014whether that\u2019s contacting a manager or updating the scheduling system.<\/p>\n Document your policy so expectations are clear and miscommunication is minimized in 2026.<\/p>\n Are you ready to leverage the power of ZoomShift<\/a> to help your employees swap schedules? Smart business owners are freeing up their time by using employee scheduling and timeclock software. Contact us today to start your free trial<\/a> and get started.<\/strong>Look for a Pattern<\/h3>\n
![\"\"](\"https:\/\/www.zoomshift.com\/blog\/wp-content\/uploads\/2019\/12\/Look-for-a-Pattern-Got-A-Last-Minute-Sick-Employee-How-To-Manage-On-Short-Notice.jpeg\")
<\/p>\nHave a Procedure<\/h3>\n
\n\u2022 Whether they should text or call in their illness.
\n\u2022 To whom they should report it.
\n\u2022 Whether the days are paid or unpaid.
\n\u2022 How much notice they must give.
\n\u2022 Who is responsible for finding a fill-in? Who finds the sub \u2013 the employee or the manager?
\n\u2022 If a doctor\u2019s note is required. Note: if employees are sick for three days, a doctor\u2019s note is usually required.
\n![\"sick-employee\"](\"https:\/\/zoomshift.com\/blog\/wp-content\/uploads\/2020\/04\/sick-employee.jpg\")
<\/p>\nReview the History<\/h3>\n
Revise Your Time Off Policy<\/h3>\n
![\"\"](\"https:\/\/www.zoomshift.com\/blog\/wp-content\/uploads\/2019\/12\/Revise-Your-Time-Off-Policy-Got-A-Last-Minute-Sick-Employee-How-To-Manage-On-Short-Notice.jpeg\")
<\/p>\nFinal Thoughts<\/h3>\n
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