Bara disciplines staff for absenteeism

The Chris Hani Baragwanath Academic Hospital has disciplined 24 employees for absenteeism. Operational challenges experienced due to absenteeism include not having sufficient staff available to maintain appropriate and acceptable required service delivery standards.

The hospital lost 6547 work days last year due to ill health which accounts for 0.82% of reasons for absenteeism, with abscondment accounting for 4.52%, and incapacity at 94.6%

Reasons for the high levels of absenteeism are general absence without prior arrangements with supervisors, abscondment from service ultimately leading to dismissal, Ill health and the impact of the HIV pandemic, and lifestyles. Substance and alcohol abuse, in addition to habitual truancy are the observed patterns in the rates of absenteeism.

Absenteeism rate according to categories:

Occupational category                                                       Absenteeism rate

Management                                                                                   0%               

Administration (all categories)                                                         4.05%

Allied Professionals (all categories)                                                 9.49%

Allied Support                                                                                 31.91%

Clinical Heads of Departments (Principal and Chief Specialist)           0%

Medical (all categories)                                                                    2.58%

Nursing (All categories)                                                                   7.15%

Support (Cleaners, porters, food services, food services etc            9%

The hospital management has implemented various measures to reduce the number of absenteeism. These include:

Weekly Code of Conduct training and awareness workshops for all staff

categories;

Regular orientation and training sessions are being conducted with staff

on leave utilisation and management;

Partnering with organised labour to spread word on the Public Service Code of Conduct that includes how one should manage leave of absence in the work place;

Circulation of internal memoranda to staff on leave and related matters,

including discipline;

Disciplinary measures are being applied.

Leave without pay as a sanction is meted that leads to suspension without pay and ultimately dismissal.

Implementation of regular internal leave auditing processes and communicating results to Line Managers and Supervisors.

Implementation of Employee Value proposition to boost staff morale

Statement issued by Kwara Kekana, Spokesperson: Gauteng MEC for Health, 28 November 2019