An Analysis of an Incentive Sick Leave Policy in a Public Sector Organization

Rickert, Donna; Duncan, W. Jack; Ginter, Peter M.

doi:10.2307/3380821

Cited by 3 publications

(4 citation statements)

References 9 publications

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“…Most local governments in this sample compensated employees for unused vacation and sick leave upon termination or retirement, however. Research has shown that programs that pay employees a percentage of their unused vacation and sick leave can reduce absenteeism and cut labor costs significantly (Rickert, Duncan & Ginter, 1995). New Jersey local governments are flexible in the roll-over of accumulated vacation and sick time, providing an extra degree of employee security.…”

Section: Recommendationsmentioning

confidence: 99%

An Inventory of Family-Friendly Benefit Practices in Small New Jersey Local Governments

Roberts

2000

Review of Public Personnel Administration

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Local government human resource management practices are under pressure with changes in family structure, increas ing workforce diversity, the aging of the workforce and organizational reinvention initiatives (Bond, Galinsky & Swanberg, 1998). The goal of this research effort is to determine the prevalence of specific benefit practices in a sample of small New Jersey local governments. The strength of New Jersey local government benefit packages centers on the traditional benefits of health insurance, pension benefits and paid time-off. The effectiveness ofthe benefit package can be enhanced by allowing employees to utilize sick time for family or child emergencies. Recommendations to broaden the prevalence of work-life benefits include benefit consortiums and participation in state benefit plans.

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Section: Recommendationsmentioning

confidence: 99%

An Inventory of Family-Friendly Benefit Practices in Small New Jersey Local Governments

Roberts

2000

Review of Public Personnel Administration

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“…Rickert et al (1995) suggested most approaches fall under three broad categories. The traditional bureaucratic approach threatens punitive action to employees who choose to abuse sick leave policies.…”

Section: Introductionmentioning

confidence: 99%

“…To regulate PSL use, employers often implement a policy of expectations and standards as well as absence control and management rules (Johnson, Holley, Morgeson, LaBonar, & Stetzer, 2011). Monetary rewards and other incentive programs have also been used to both discourage the abuse of sick leave and reward employees for not misusing PSL (Rickert, Duncan, & Ginter, 1995). There also exists ample empirical evidence that both monetary and non-monetary incentive programs reduce absenteeism (Camp & Lambert, 2006; Duflo, Hanna, & Ryan, 2012).…”

Section: Introductionmentioning

confidence: 99%

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Local Government Sick-Leave Practices: An Exploratory Study

Reilly

Thom

2015

Review of Public Personnel Administration

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The purpose of this study was to examine paid sick leave (PSL) practices among large municipal governments in the United States. Results of a national survey suggest that over 90% of these governments offer PSL. Few reported making any post-recession changes, and in fact, most governments continue to allow employees to rollover unused sick leave from year to year, cash out unused sick leave upon termination, and/ or include unused sick leave in pension calculations despite the sometimes significant cost of such policies. Documentation is required in 70% of governments, but formal auditing of PSL occurs in less than one third of responding governments. Type of government, employee classification (e.g., public safety vs. general staff), collective bargaining, and whether the government requires public hearings for public employee benefit changes were significant factors in determining certain PSL practices.

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Teacher Absences in the Commonwealth of Virginia

Eagle¹,

Glenn

2018

JSARD

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The purpose of this study was to analyze selected variables for public schools and districts in Virginia to determine the relationship of school and policy characteristics to teacher absences. This study included two research questions: What is the relationship between certain school district policy provisions and teacher absenteeism? What is the relationship between certain school characteristics and teacher absenteeism? The analysis for this study involved computing descriptive statistics, correlating continuous variables, and running multiple regressions for each dataset (school and district for each year) to determine the predictors of the dependent variable, chronically absent teachers. Although the school models were significant, neither was a particularly strong predictor of chronically absent teachers, only accounting for 15.2% of the variation (2011-2012 model with R2 = .152) and 9.6% of the variation (2013-2014 model with R2 = .096) that is predicted by the independent variables. Nevertheless, there were independent policy and school variables that were significant predictors in both school years. The most prominent variables included total leave, personal leave maximums, income protection provisions (sick leave banks, short-term disability), free and reduced lunch population percentage of a school, pupil/teacher ratio of the school, and the grade level of the school (elementary, middle, and high).

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An Analysis of an Incentive Sick Leave Policy in a Public Sector Organization

Cited by 3 publications

References 9 publications

An Inventory of Family-Friendly Benefit Practices in Small New Jersey Local Governments

An Inventory of Family-Friendly Benefit Practices in Small New Jersey Local Governments

Local Government Sick-Leave Practices: An Exploratory Study

Teacher Absences in the Commonwealth of Virginia

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