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Feb 8, 2016

By Eric B. Meyer

Carolina Panthers. Denver Broncos. Meh.

Doritos won the Super Bowl, am I right?

But, for the 10 percent of your workforce that may be missing work today because of a Super Bowl “hangover,” you’ll have to wait until tomorrow to get their opinions on the Super Bowl commercials.

Handling those who don’t show for work today

Many of those employees told you in advance that today would be a day off. But, what will you do about the others who don’t show up for work?

  1. If an employee neither shows up for work nor checks in with you, then refer to your employee handbook — I’m thinking your employee call-out rules; maybe a no-call/no show policy — and apply them.
  2. Make sure that employees who do call out sick are doing so in accordance with applicable policies and procedures.
  3. Should you require a doctor’s note? Well, the better question may be, can you require a doctor’s note? Eric, are you saying that we just have to take their word on it? Well, said the lawyer, that depends. If your business operates where there is a paid sick leave law, before you insist upon a note, check the law. Or call your lawyer. In Philadelphia, for example, the local paid sick leave law only permits employers to request documentation for absences of more than two days.
  4. What about an employee who wants to take an “FMLA Day?” Remember my checklist from last month’s Migraine post. My buddy Jeff Nowak also has you covered at his blog.

P.S. – Movie preview for which I fanboyed the most: Jason Bourne.

Talk to me. Which Super Bowl commercial was your fave? Hit me up in the comments below.

This was originally published on Eric B. Meyer’s blog, The Employer Handbook.

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