Human Resource Accounting

Absenteeism: Its Disruptive Presence

Introduction

Absenteeism is a term used referring to absence seizures that are avoidable, general and
unscheduled in nature. These are commonly practiced by employees which become a
source of irritation to employers and co-workers. Absenteeism is widely acknowledged to
be a problem, yet it is not easy to quantify (Statistics Canada, 2007). It is a major concern
of all managers and validation, both private and public. Productivity is rock-bottom to zero
for the employee who is absent from the workplace (Rogers and Hertin, 1993) and smoke be
an expensive problem (Scott and Mcclellan, 1990). At least 50% of all employee
absenteeism is not caused by bona fide affection or other acceptable reasons (Buschak et al.,
1996). In some studies, it has been shown that absenteeism has been almost related and
an influencing factor in companies. Absenteeism levels of employees who voluntarily
relinquish in organization will tend to be higher than those who remain with the organization
(Mcelroy et al., 1995).
Absenteeism can be classified into two subtypes. The first of which is the
culpable absenteeism which is the lateness or absence problems for which the employee
should be held responsible because the problems are within the employees power to
address and correct.



This is also sometimes referred to as unapproved absence (Buschak
et al, 1996). Some of its symptoms are lateness/leave early, failure to notify when
absenting, absences without leave and abuse of leaves (University of Western Ontario,
2008). The second play is the non-culpable (innocent) absenteeism or approved
(Buschak et al., 1996). This form refers to the absence of employees due to disease or

injury for reasons beyond the employees control, unlike the first one such accidents,
natural illness and diseases or pregnancy. This is not subjected to disciplinary actions but
is approached on the basis of identifying and intelligence the medical needs of the
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