Shouldworkers with families be allowed more sick and leave days than singleworkers?
Withthe emergence of large corporations and competition for market shareacross the globe, there is a need to undertake certain measures.Companies must ensure that they observe the required protocols andstandards in order to meet the expectations of the stakeholders.Business should pursue profits and economic progress while on theother hand it should not ignore community norms, values andstandards of respect, integrity and quality. When a businessmaintains an ethical behavior in the market, it will experience animproved business performance, profits and economic sustainability.Business ethics generates long-term capital and revenues that aremandatory for a firm to operate and stay in business as a goingconcern. Workers play an important role in the organization. Theyshould be treated well through engagements and motivation. Theirsatisfaction is vital since it forms their struggle and striving toattain the goals of the firm. Unethical behavior arises when someemployees are treated well while others are neglected. This brings abad relationship towards the work culture in the company. There aredifferent types of workers in the organization depending on their jobprescription and experience.
Thisresearch paper addresses two types of workers based on their personallife. There are family workers and single workers in the business.The paper explores perspectives on whether workers with familiesshould be allowed sicker and leave days than single workers.Employees with families are those married either with children ornot. A single worker can be described as an employed individualwithout a current partner who has never married or has been marriedin the past but has separated, widowed or divorced. Single parentsqualify to be single workers. According to United States (US) CensusBureau (nd), about 12 million of single employees have children wholive at home.
Sickand leave days involves the offering of employees time off from theirdaily duties in the organization so that they can stay at home andaddress their health issues. It ensures that the employees’ healthand safety needs are part of the organization, and hence they do notlose pay during the duration. In the US, legislations have beenestablished to cater for the sick and leave days (Ingraham, 2015).Companies are mandated on ensuring that their employees are offeredthe time off at least once every year or when need be on the part ofemployees. The US has proposed legislation that seeks to address theplight of workers by awarding seven days a year sick leave. Nolegislation determines the days an employee should be given as timeoff (Ingraham, 2015). However, there are times and organizationsprefer giving the sick and leave days depending on the status and theneed for the period towards their employees. Several organizationsbelieve that when workers are given the time off it would endangerthe business operation and profits (Leonardi & Kafenstok, 2005).
Accordingto Balderrama (2009), as the organizations grow, it becomes complexin managing of their employees. It makes it easy for them to forgetworkers without kids. When an employee is single without a family,most companies thinks that they work for their independent purpose.With this logic, they are stiffed on all fronts while they are givena small share of the benefits whereas they have contributed a largershare based on extended working hours (Balderrama, 2009). Singleworkers needs are easily ignored, unrecognized. However, this doesnot mean that organizations should not strip the employees withfamilies of the benefits they enjoy.
Givingof more sick and leave days to employees with families may be blamedon the business strategy of the firm. The irony of this perspectiveis that the relationship between work and family should help thebusiness in attracting, retaining and boosting the productivityprocess especially on working professionally with families (Linn,2013). The strategy of a firm is to make their employees by providinga healthy and smart working environment. The presence of singleworkers in the firm complicates this strategy because they are theone who bears an enormous burden on productivity and profitability ofthe firm. Work and family benefits mandates that companies shouldestablish frameworks that nurture equality on the employeesparticularly on matters concerning sick and leave days (Balderrama,2009).
Societalprejudices play a primary role in the work environment. The societyfavors employees who have families. There are several benefits forworkers who have families compared to single workers. Benefits liketax and insurance breaks. Companies believe that employees withfamilies are more mature than single workers (Balderrama, 2009). Whensingle employees request for more sick and leave days for a genuinereason, the company would not consider the request as it wouldconsider that of an employee with a family. Organizations have beenunder societal pressure especially on matters regarding employees’time off. An organization reputation is easily ruined in public whenthey deny an employee with family a sick and leave day (Wells, 2007).
Employeeswith families should be given more sick and leave days that singleemployees. Following a realistic approach, it is important to givepriority to workers who have other priorities other than the officework. Employees with family take advantage of employee programscompared with single workers. In a situation where the company needsto meet certain targets, family employees seem to contribute a lot tothe company because of the large dependency base (Wells, 2007). Thesemean that workers who work harder than others must be considered bybeing given more days so that they could spend with their families.However, with the effort to manage the life cycle, it is ethical toconsider the single employees because they too have some challengesin the society. Employees whether single or with family contributelargely towards the mission and vision of the firm. They shoulddefine the domestic partner benefits clearly for equity and equalityto exist in the company (Linn, 2013).
Diversityin the employee structure is important in the organization of firms.Since employee forms the backbone of each and every company, thecomposition of the employee is vital. Single workers should be ableto work with those employees with families in harmony. There aretimes when cases of emergency may arise in the organization whichrequires the expertise of single worker. Companies should put inflexible work practices that accommodate to the employees withdependents and those without (Wells, 2007).
Theefforts by the family associations to establish family-friendlyworkplaces have had a positive impact on giving employees withfamilies more sick and leave days. This has constrained the effortsby the single people without children to have their grievances heardin the workplace. The family-friendly policies favor family orientedemployees by the provision of more time and days to spend with theirkids. The single workers are forced to work during the weekends andholidays handling those tasks belonging to the other employees onholiday (Leonardi et al., 2005).
Whenemployees with families are given more sick and leave days there,tend to reduce various costs in the organization like health carecosts. Since companies include their worker`s children in theirinsurance policies, they have to give priority to them to avoidadditional costs on their part. Workers can attend to their childrenon time hence avoiding higher health insurance costs on theirinsurance plan given by the company. Single workers are restrained onthe number of sick and leave day because they do not pose a burden tothe company, especially on health care costs because their plan onlycovers individuals (Flynn, 1996).
Manycorporations have implemented legislatures that provide their workerswith sick and leave days. However, they have not provided the amountof duration the days should take. Several factors are factored inwhen determining the number of days an employee is entitled. Variouscompanies base their decision on the family setting, the need for aleave and emergency purposes. A large percentage of companies believethat employees with employees should be given more sick and leavedays compared to single workers (Parker & Allen, 2001).
Workerswith family have the ability to use the more days to address otherissues other than family. The workers often create a greaterworkforce when they return to the workforce because they have dealtwith all issues that may drag their workforce stability. They alsoremain loyal to the employers because of the more time provided bythe firm for them to address their issues. Corporations also preferoffering more days to the workers with the family since they believethat they have the expertise and experience to deal with complexmatters in the organization (Wells, 2007). Business fears thatemployees with families must be accorded with more sick days as theyprefer because the cost of replacing workers is expensive especiallywhen compensating for the services provided.
Thereis increased productivity from workers with families when they aregiven more sick and leave days. Parker et al.,(2001), workers areprone to decreased productivity particularly when they are distractedby the needs of their families. When the workers are given theopportunity to tackle their distraction, they often return to workwith increased potential and energy in the achievement oforganizational goals.
Companiesare formed on the principle of family. These mean that every steptaken by the management must address the challenges and strugglesthat an employee especially those with families go through. In theUS, most corporations place emphasis on the family because theybelieve it as a foundation that strengthens the company (Smith &Kim, 2010). There is the placement of needs of employees withfamilies because they want to create a culture that kids will striveto emulate in the long run. They usually allow employees withfamilies more sick and leave days than single workers as long as theyprovide a logical and understandable reason for the need (Flynn,1996).
Accordingto Linn (2013), companies must ensure that all workers in the workersare treated equally because they all contribute equally to the goalsof the firm. The focus on employees with families discourages thesingle workers from working hard and increasing productivity. Whenothers are allowed more sick and leave days, it leads to alienationof a group of workers (Linn, 2013). It makes them question theirimportance in the firm. Once employees start questioning theirbenefits and contribution, it automatically leads to decreasedproductivity and focuses on other non-income generating activitieslike strikes and demonstration. The activities lead to losses on theorganization which could have been prevented if the management wouldhave embraced allowance of equal days to employees.
Withthe diversity in organizations concerning their employees, it isimportant to approach workers on an individual basis in order tounderstand them. Rules and programs that allow other more sick andleave days will have the possibility of preventing future conflictsif the circumstances of every worker are known and appreciated.Companies should understand the lives of their employees both outsidethe working environment and in the workplace. This will make it easyfor the management to manage and increased production (Linn, 2013).There are those single workers who have more challenges than workerswith families. It would be unfair to allow more sick and leave daysto employees with family while the single employee has more problems.The single worker may be a single parent who has school children needto drop off and pick their kids from school. This is one of theexamples of a single worker with more challenges who would feelindiscriminate by the firm (Leonardi et al., 2005).
Sickand leave days should be equal among the employees by promoting aculture of flexibility in the organization. These prevent workersfrom losing their talent because they do not have to choose betweentheir individual needs and those of the company. There should bedifferent forms of flexibility that do not increase cases ofstigmatization among the employees. Flexibility would encourage theworkers to voice their grievances to the management because therewould be no penalty on them. It would also ensure that employersregard their concerns (Parker et al., 2001). Flexibility reduces thetension between the management and single workers. However, theadoption of flexibility in a company decreases productivity becauseemployees may derive excuses that may be convincing but false. Theywill consume most of the companies time on sick and leave time off,which could have been utilized in improving the profitability of thefirm (Leonardi et al., 2005).
Givingworkers with families more sick and leave days compared to that givento single workers increases pressure on the management. Having afamily is a choice by an employee single people should not bealienated because they chose not to have families. Maybe factors likedivorce, death of spouse and separation forced them to be single(Flynn, 1996). Companies should not rely and bow to the pressure ofthe society in forming of programs and policies that govern theissuance of sick and leave days. It would be open discrimination toallow employees with families more days because they simply havechildren. There should be employment of knowledgeable and humaneideologies especially when dealing with all categories of workers(Smith et al., 2010).
Employeeswith family should not be allowed more days than single workers.Business should develop programs that strive to provide the dependantof employees with services like educational opportunities, relocationservices, research and referral service(Balderrama, 2009). Theprograms ensure that employees with families are able to delivertheir services without compromising the trust of single employees ofbeing alienated by the company. With the availability of the programsthat provides services in the firm, it would be difficult to realizewho among the employees is single and who is not. The dependants areable to take advantage of the programs hence reducing friction ofconflict between employees (Parker et al., 2001).
Whenemployees with families are given more sick and leave days it oftenleads to shifting of blame. The extra days provides a basis oftreating other workers unfairly. In case a job is done and it doesnot meet the required standards, employees often shift the blame toothers. When all the employees especially those with families returnto work, there is an increased tension and conflict between them. Theconflict can be mitigated by ensuring that the workers are givenequal days for sick and leave. Rebalancing of the work environmentrequires the ideologies of the employees because they are the one whoare guarded by the legislations (Linn, 2013).
Therefore,employers should ensure that there is equality in the workplace ifthey want to avoid conflicts stakeholders. Since employees areconsidered to be a vital asset in the continuation of anorganization, their needs and wants must be properly addressed by themanagement. When employees with family and single workers are treatedequally there are various benefits the organization will acquire.There would be increased employee productivity and job satisfactionin the firm. The employees would learn to respect and assist eachother in activities that require more effort in delivering. In somecases, single workers have gone to the extent of lobbying for theaccess to several policies and programs that were designed formarried employees. When there is cooperation between employees itoften fosters ethical behaviors and the need to strive for excellencein the organization.
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