Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the population for Human Resource Management, the globe’s largest HR professional population and author of “Reset: A chief’s navigator to Work in an Age of Upheaval.”

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Question: I’m part of a management throng that has not been enforcing the business’s attendance policy for quite some period due to difficulties finding technicians in the field. Now that we’re growing, how do we commence holding employees accountable when it has not been the case in the history? ‒ Stephen

respond: Rebuilding accountability begins with a comprehensive review of your attendance policy, effective communication, and a shared commitment to achievement. If attendance has not been consistently addressed previously, commence by examining your current policy to ensure it meets the needs of your workforce. Collaborate with your human resources throng to revise the policy if essential.

It’s significant to note that exceptions to attendance policies may be required. Employers are generally prohibited from disciplining employees for taking leave under the household Medical Leave Act, the Americans with Disabilities Act, or state and local ill leave laws. Ensure your business policy complies with all relevant federal, state, and local regulations. A obvious, fair, and compliant policy forms the foundation for accountability and consistency.

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After updating the policy, train your managers on the recent rules and develop a robust communication schedule to distribute the policy with your employees. Managing expectations can be challenging; therefore, explain the purpose behind the changes, communicate the changes effectively, and address any questions employees may have. Highlight the benefits of enforcing the attendance policy, such as strengthened teamwork, improved service delivery, and enhanced employee morale. highlight that the objective is not punitive, but to make a fair and equitable work surroundings for all.

provide your employees some transparency by explaining how history leniency stemmed from specific business needs. distribute details on how impoverished attendance currently limits business growth and, eventually, impacts the employees themselves. When you can effectively connect your roadmap and goals with workforce act, employees tend to be more engaged and aligned with organizational objectives. Employees who comprehend how their activities contribute to the bigger picture are valuable allies for managers.

Consider having employees acknowledge receipt of the policy through a signature, reinforcing their understanding of the recent expectations. Additionally, offering a reasonable grace period can allow employees period to adjust to the recent policy. With obvious communication and period, your organization can successfully manage attendance while also supporting its employees.

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I applied for workers’ compensation after injuring my shoulder on the job. The doctor prescribed physical therapy and recommended that I pause work until I recover. However, my employer’s insurance business hasn’t authorized remittance for the prescribed therapy for almost two months. Can my employer influence the insurer to pay for continued treatment? ‒ Brandon

Navigating a workers’ compensation claim is quite different from a typical medical claim. In a regular medical claim, it’s just you, your doctor, and your insurer. In a workers’ compensation claim, your employer, their specialized insurer, and a chosen doctor are involved. Additional federal and local regulations can leisurely down the procedure, delaying treatment and affecting recovery. While your employer can’t directly force the insurer to approve your physical therapy, they can still back resolving the issue. Their level of involvement is ultimately their selection.

Your employer can commence by requesting a written explanation for the delay from the insurer and following up regularly to expedite the procedure. They may also be able to coordinate with their HR or workers’ compensation liaison to verify that all essential documentation has been submitted. Ensuring obvious communication between your employer, medical provider, and the insurer can sometimes resolve bottlenecks.

On your complete, it’s significant to confirm that your health worry provider has sent all required records and recommendations to the insurance business. Reach out to the case manager assigned to your claim ‒ they act as the primary point of contact and should be able to provide updates. If the delay involves the require for a second view or additional evaluations, discuss this with your employer or case manager to view if complying with such requests might shift the approval forward.

If these efforts do not gain advancement, seeking legal counsel may be your best course of action. A workers’ compensation attorney can assist you navigate the claims procedure, ensure lawful operation with state-specific regulations, and advocate for the treatment and benefits you’re entitled to receive.

In the meantime, focus on maintaining open communication with your employer and health worry provider. Your recovery is the priority, and taking these steps can assist ensure you receive the worry you require as quickly as feasible. Wishing you a smooth resolution and a packed recovery!

The views and opinions expressed in this column are the author’s and do not necessarily reflect those of USA TODAY.

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