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Space adaptation syndrome (SAS) or space sickness is a condition experienced by as many as half of all space travelers during their adaptation to weightlessness once in orbit. It is the opposite of terrestrial motion sickness since it occurs when the environment and the person appear visually to be in motion relative to one another even though there is no corresponding sensation of bodily movement originating from the vestibular system.
Termination of employment or separation of employment is an employee's departure from a job and the end of an employee's duration with an employer. Termination may be voluntary on the employee's part (resignation), or it may be at the hands of the employer, often in the form of dismissal (firing) or a layoff. Dismissal or firing is usually thought to be the employee's fault, whereas a layoff is generally done for business reasons outside the employee's performance.
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Absenteeism is a habitual pattern of absence from a duty or obligation without good reason. Generally, absenteeism refers to unplanned absences. Absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer. It is seen as a management problem, and framed in economic or quasi-economic terms. More recent scholarship seeks to understand absenteeism as an indicator of psychological, medical, or social adjustment to work.
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Presenteeism or working while sick is the act or culture of employees continuing to work as a performative measure, despite having reduced productivity levels or negative consequences. Reduced productivity during presenteeism is often due to illness, injury, exhaustion, or other conditions, but presenteeism can also describe working while contagiously sick, which has the added risk of creating a workplace epidemic.
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In workplaces, especially in Australia, a mental health day is where an employee takes sick leave, or where a student does not attend school for a day or longer, for reasons other than physical illness. Mental health days are believed to reduce absenteeism and presenteeism, which is a reduction in productivity or other negative consequences resulting from a pressure to work. Mental health days differ from absenteeism in that the purpose is to reset one's mental health rather than due to a nonspecific desire or feeling to skip work.
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Leaveism (leavism) is a term first coined in 2013 by Dr Ian Hesketh, a researcher at University of Manchester, to describe the phenomena of employees using flexitime, annual leave, rest days and other leave entitlement schemes to have time off when they are in fact too unwell to go to work. He later extended this to include occasions whereby employees took work home and/or on holiday that they could not complete in paid working hours. Hesketh's research, which centred on well-being in the UK police service, sought to identify a gap in current thinking around absenteeism and presenteeism; of which there is a plethora of academic study and commentary. The aim of his studies was to highlight that the true extent of sickness absence may be masked by the practice of leaveism, and that there may be a hidden populace experiencing significant work overload.
A human resources management system (HRMS) or Human Resources Information System (HRIS) or Human Capital Management (HCM) is a form of Human Resources (HR) software that combines a number of systems and processes to ensure the easy management of human resources, business processes and data. Human resources software is used by businesses to combine a number of necessary HR functions, such as storing employee data, managing payroll, recruitment, benefits administration, time and attendance, employee performance management, and tracking competency and training records.
Absence management, also known as leave management, is a combination of employer policies, procedures, or programs designed to handle employee leaves of absence and minimize the impact of those absences on the employer. Absence management programs aim to maximize productivity by supporting an employee from initial absence through return-to-work and stay-at-work plans.
References
- 1 2 O'Connor, Sarah (14 December 2020). "Punitive sick leave rules make us all pay". FT.com . Retrieved 12 July 2021.
- 1 2 Stroud, Sam (23 June 2021). "The Secretive Formula Used by Bosses to Punish Workers for Being Sick". Tribune . Retrieved 12 July 2021.
- ↑ "Absence measurement and management 27 April 2021" Archived 21 April 2021 at the Wayback Machine Retrieved 3 March 2022
- ↑ Duffy, Jonathan (2001-05-02). "Ill Wind Blowing for the Sickie". BBC News. Retrieved 2007-05-05.
- ↑ Cabinet Office (2004). "Managing Sickness Absence in the Public Sector" (PDF). UK government. p. 20. Archived from the original (PDF) on 2023-01-07. Retrieved 2007-05-07.
- ↑ Lindsay, Kali (5 October 2017). "What is the Bradford Factor and can you be sacked for being off sick too much?". ChronicleLive. Retrieved 17 December 2020.
- ↑ See The Bradford Factor: Are Bradford Scores the best way of calculating sickness absence rates? Occupational Health at Work, 2006 2(5) p28-29
- ↑ "Sickness Absence: the Bradford Factor" (PDF). Unison (trade union) . Retrieved 12 July 2021.