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Achoo! Sniff, sniff! The flu season crept into our existence this year like a rude commercial during a good movie. The flu set off a series of medical emergencies in over 40 States in a matter of five weeks. According to the Centers of Disease Control and Prevention the overall rate of infection is 19 per 100,000 people.
While some of you are reaching for a box of tissues right about now, a debate is also surfaced. The debate question: Should there be mandatory paid sick days?
Right now only San Francisco, Seattle, Washington D.C. and Connecticut have paid sick day requirements. Required sick paid leave bills have been raised through various states’ legislative processes only to be later defeated.
There are pros and cons of the argument.
As a customer, I won’t have to worry about coming into contact with people who are infected with the flu virus or something else.
It could promote company loyalty as employees would not have to worry about losing their job or missing pay while recovering from the flu.
It could promote a culture of “health and wellness” in the workplace.
In order to remain viable in a sluggish economy, most employers are seeking to cut back expenses not spend more.
Small employers couldn’t afford the additional cost; independent contractors would not benefit at all.
It may not necessarily prevent the flu from being passed around.
You be the judge! Take our brief poll and tell us what you think! I would love to hear from you!
Tresha D. Moreland, MBA, MS, SPHR, SSBBP, founder of HR C-Suite, is an HR thought leader in Human Resource Strategic Management. She has held key human resource leadership roles for over 20 years in multiple industries most recently a senior vice president in the healthcare industry.
Tresha is the founder and publisher of HR C-Suite (www.hrcsuite.com). HR C-Suite is a game changer results-based HR strategy website. It is a first-of-it's-kind site that organizes HR strategy based on desired business result.
She has developed a business philosophy of integrating human resources with business strategy, thus creating a hybrid HR leadership approach. This approach enables the leveraging human resources to achieve business results.