Added: Melvin Pusey - Date: 23.12.2021 07:27 - Views: 41899 - Clicks: 4387
HR departments often use the Bradford formula to calculate the impact of absence. But how does it work, and is it still a valid metric? It is based on the theory that short, frequent, unplanned absences are more disruptive to organisations than longer absences. Free online calculators are also available. In these three scenarios, the employee has been absent from work for the same length of time, but the shorter, more frequent absences generate a higher Bradford factor score.
Some employers choose to set thresholds at which Bradford factor scores are deemed to be problematic and require interventions such as verbal and written warnings and, potentially, dismissal. Such thresholds are often deed to discourage employees from taking unnecessary sick days. But organisations must make sure there are safeguards in place to protect employees with medical conditions — such as cancer — that may cause irregular absence patterns because of hospital appointments.
Employers must also make sure that their absence policies including their use of Bradford factor scores do not discriminate against employees with disabilities. Employees are legally entitled to time off to care for dependentsso these unplanned absences should not be included in Bradford factor calculations.
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