Having great work ethics is critical when you accept work. Your attendance is critical to employers and being able to sustain production levels. No matter what industry you work in. Employers count on you to be present and work the shift you were hired to work. It’s important that you report to work on time. Not reporting to work can and will affect others.
There are times when you need to miss work due to illness, or family emergencies. It’s been proven though that many people simply call out because they do no want to go to work. Employers need to realize that those who call out because they do not want to go to work may do so because we as employers make the wrong hiring decisions. There are people who simply do not want to work or have not had enough experience to understand what work ethics truly mean.
Employees need to realize that when you do not show for work you might be placing burden on your employer or co-worker.
Scenario 1: Bonnie works as an EVS Cleaner in a hospital. Her job duty is to clean 5 operating rooms per night.
This is an 8-hour job. Also note, that this job cannot be completed by others who may not be properly trained. This may have an adverse effect on the employer by other employees having to stay late. Or possibly, if another employee is placed in this area and is not properly trained, how will the employer ensure proper sanitation and disinfection? Your decisions can cost you your job of the employer’s liability to its customer.
Scenario 2: Benjamin works as a laborer in a fast-paced warehouse environment. He stayed up too late Sunday night and was unable to report to work Monday. It’s peak season at this place of employment. Production levels need to be met. How does this affect his employer? What will his employer do?
Benjamins employer has a right to look at past patterns of behavior in attendance. How many times has Benjamin called out on a Monday? What was the reason Benjamin called out? Was he sick or did he simply not report to work because he was too tired? Is Benjamin a permanent employee or is he temporary staff? There are several factors that can affect an employer’s decision to discipline the employee for attendance. We don’t know all the details here, but assuming Benjamin called out in good faith he could be given the benefit of the doubt based on state mandated sick leave laws.
Scenario 3: Jessica, the receptionist to a real estate office called out. The reason she stated was that she didn’t have transportation to get to work. This is a reoccurring pattern of behavior with Jessica. She’s only been on the job for one month and since then has had six absences related to transportation.
Jessica’s manager has provided resources and really likes Jessica. She’s trying to work with her, but Jessica is compromising team goals and it’s influencing her team’s morale. Co-workers say that Jessica is upbeat and has a winning customer service approach when she is at work. The key concern is “when she is at work.”
Jessica is given the appropriate progressive discipline can be terminated.
It’s important that you understand work ethics and what this means to employers. You are hired to fulfill a duty and functions that are needed to operate a business. Having accountability, respect and owning up to your position and the assets you bring will take you far with any company you decide to work for. It’s critical that you not waste your time or the time your employer has invested in you.
If you are unsure and have questions it is best to consult with an employment advisor. Parents, friends and others might be a great resource as well.