SINGAPORE: A new policy implemented by security firm Certis has stirred controversy regarding employee medical leave practices. The policy, which mandates officers on sick leave to remain at home or share their ‘live’ location via digital devices, raises significant concerns among experts about trust and fairness in the workplace.
Policy Overview and Employee Reactions
Certis stated that the aim of the policy is to combat misuse of medical leave, especially amidst ongoing challenges in recruiting and retaining employees. They clarified that such measures are necessary to ensure operational readiness.
However, experts argue that the requirement to share real-time location could lead to a culture of ‘presenteeism’, prompting employees to come to work even when ill. This detrimental practice may result in spreading illness, counteracting the policy’s intended purpose.
Trust Issues and Employee Well-Being
- Privacy Concerns: HR consultant Christine Chan highlighted that the policy is an invasion of privacy, particularly for those already vulnerable due to illness.
- Morale and Productivity: According to Alvin Goh, CEO of the Singapore Human Resources Institute, high-performers may feel demoralised, as the policy suggests a lack of trust in employees’ honesty.
Many professionals believe fostering a culture of trust is essential for maintaining a positive workplace environment. They argue that monitoring employees’ medical leave should not come at the cost of reducing morale.
Clarification from Certis
In response to growing concerns, Certis has reiterated their commitment to not arbitrarily penalising employees. The company stated that disciplinary actions like termination will only be considered in severe cases after due process. Additionally, they acknowledged the physical demands placed on frontline officers and the importance of their health and well-being.
Expert Opinions on Best Practices
Experts agree that instead of intrusive monitoring, firms should focus on constructive communication and supporting employees’ wellbeing. There are suggestions for training supervisors to identify patterns of absenteeism without compromising employee privacy.
Moreover, fostering a ‘high-trust, high-performance’ culture is vital. As Mark Yeo from Fortress Law suggests, addressing root causes of absenteeism—like burnout or excessive workloads—can lead to more sustainable solutions.
Looking Ahead
As the situation unfolds, it will be essential for Certis to engage with both their employees and union partners to refine their policies further. Encouraging open dialogue may help to restore trust and enhance workplace culture.