This study was designed to determine the utilization of the sick leave program of a large city school system by teachers according to sex, age, experience, tenure, training, residence, and teaching assignment, and to determine if current sick leave allowances were adequate.

No description available.

The study focussed on the effectiveness of control measures for dealing with absenteeism of educators with specific reference to selected schools at Libode District in the Province of the Eastern Cape. It identified the policy framework including rules and regulations relating to the absenteeism of educators. It assessed the effectiveness of control measures which are currently at the disposal of the selected schools and it also investigated the challenges faced by school principals in addressing the challenge of absenteeism of educators in the selected schools. A qualitative research methodology was used in undertaking the study. Purposive sampling was used to select the schools and participants for the study. Participants were comprised of school principals and Education Development Officers. Data was collected through structured and semi-structured interviews. Literature study showed that the management of educator absenteeism is an important aspect of Human Resource Management in schools. Furthermore, the study found that control measures for dealing with absenteeism are not properly applied in many schools and there is no consistency in the manner in which they are utilised by school principals. The study also found that school principals are struggling to manage absenteeism to the extent that some of them are not sure how to deal with educators who abuse leave. The study recommends that school principals should be empowered on leave management through various forms of training which include workshops.

The Family and Medical Leave Act (FMLA) has had significant influence on both for-profit and nonprofit employers since it was enacted in 1993. Because nonprofit organizations often have more limited resources than for-profit organizations, implementing family and medical leave policy mandates can be problematic. Arts-related nonprofit organizations often have even fewer resources available yet must still ensure legal compliance and market competitiveness while continuing to focus on meeting their missions. Even if a smaller nonprofit organization is not subject to the FMLA, it is subject to other federal, state, and local employment laws, and the organization must decide whether to offer unpaid or paid family and medical leave, perhaps styled after the FMLA. The purpose of this qualitative study was to understand how those who conduct human resource functions in nonprofit arts organizations would perceive governmental prompting toward providing FMLA and paid leave in relation to their ability to meet their missions. This question was explored through the lens of nudge theory and involved interviews with nine HR professionals from nonprofit arts organizations. Data were analyzed using Bazeley and Jackson's bucket coding and Yin's explanation building processes. The results of the study indicated that HR professionals perceived little to no effects of the FMLA on their nonprofit arts organizations' ability to meet their missions. The social change implications of this study involve providing insights to policymakers that could inform decisions about family and medical leave mandates or nudges toward a desired outcome regarding these leaves of absence in the nonprofit sector.

Faculty of Education. Bibliography: leaves 142-155.

The purpose of the study is to determine whether absenteeism is a real concern amongst the educators in South African schools. Although there are sufficient and appropriate policies in place, the rate of absenteeism is on the increase on a daily basis. Through the literature and investigations, the study tries to unravel the causes of absenteeism and the solutions thereof. The study revealed that 66% of the educators abused the current leave policy. Great majority (64%) of the educators were in favour of the introduction of some form of incentives and seventy eight percent of the educators wanted the re-introduction of the accumulation of leave policy. Eighty four percent of the respondents also agreed that teacher absenteeism contributes to poor learner performance. Workload of educators was not a major contributing factor in the high rate of teacher absenteeism. Some of the reasons attributed to absenteeism are depression, redeployment, ill health, lack of motivation and self esteem, low salary, demoralizing learners and poor working conditions. All levels of educators suggested solutions to this ever-increasing problem, which is becoming difficult to manage. Recognition of least absenteeism, effective implementation of the policy, strong management team, motivating the staff, offering fringe benefits, organizing workshops to manage absenteeism and to equip educators and building team work are some of the noticeable and common solutions suggested by all levels of educators. The study recommends the re-introduction of accumulation of leave policy and linking the school database of educators with departmental database so that on a daily basis the leave statistics can be l:Jpdated and appropriate actions effected with out delay. / (MBA) North-West University, Mafikeng Campus, 2006