According to The Total Financial Impact of Employee Absences, a recent study conducted by Mercer, more than 35 percent of an organization’s base payroll is attributable to employee absences.
These costs include direct costs such as sick pay, disability benefits, and workers’ comp benefits, as well as indirect costs, such as lost revenue and productivity. Tardiness can be an equally significant problem; your on-time workers are forced to pick up the slack of the chronic offenders, leading to decreased productivity and morale.
Order this in-depth 90-minute webinar recording. Our expert panelists – both experienced management consultants – will explain, step-by-step, how to evaluate the real costs of lost time and how to pinpoint the root causes and devise an effective strategy for improvement.
You and your colleagues will learn how to:
- Measure lost time costs
- Create a company-specific root cause analysis
- Develop an inventory of employee/management relations
- Implement leave-management techniques that increase control and reduce abuse
- Design effective attendance incentive programs
This webinar was recorded on Monday, October 5, 2009
About Your Speakers:
Pierre Dugan is a management consultant with F&H Solutions Group LLC (FHSG), a national consulting firm providing creative human capital solutions. As head of the absence management practice at FHSG, Dugan assists multiple industries in finding new ways to increase workforce productivity while reducing lost time and medical costs. In addition, he works with insurance companies, third-party administrators, brokers and self-insured employers to provide better ways of delivering their products and services. Over the past 30 years, Dugan has worked in claims and risk management consulting positions at several large insurance companies, brokerage houses, and as president of Pierre Dugan Consulting. He has also managed the workers’ compensation program for US Airways.
Richard Reinhardt is vice president of F&H Solutions Group LLC. He assists clients in achieving the goal of creating a more productive employee relations climate, which leads to improved performance and profits. These clients are in various industries and within the public sector throughout the United States along with some work being performed internationally. He uses his management knowledge, experience, and various management tools to objectively assess the organizational structure so that the jobs and people are aligned with the goals of the organization.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
