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CCH Outlines 10 Steps to Keeping the Workplace Healthy in the Height of Flu Season
Date:2/27/2008

RIVERWOODS, Ill., Feb. 27 /PRNewswire/ -- With a persistent new strain of flu affecting workers nationwide, employers may need to be more assertive to help keep the workplace healthy at the height of flu season, according to CCH, a leading provider of human resources and employment law information and services and a part of Wolters Kluwer Law & Business (http://hr.cch.com).

Based on a CCH Survey, about half of employers (54 percent) send workers back home if they show up for work sick. Other common approaches for discouraging sick workers on the job, according to the survey, include:

-- Educating employees on the importance of staying home when sick, used

by 40 percent of organizations;

-- Fostering a culture that discourages employees from coming to work

sick, used by 34 percent of organizations; and

-- Using telecommuting programs to allow workers to work from home, used

by 30 percent of employers to deter "presenteeism," a term used to

identify when workers come to work ill.

"With 87 percent of employers reporting that sick employees who show up for work are suffering from colds, the flu or other short-term illnesses that may be easily spread, it's apparent that companies have to get tough when it comes to telling employees to stay away," said CCH Employment Law Analyst Brett Gorovsky, JD.

"At the same time, they have to provide options that allow employees to do the right thing, such as flexible absence control policies, educating managers on handling workplace illness and making sure employees know that showing up and infecting others -- whether colleagues or customers -- is not behavior that will get rewarded," he added.

Among the suggestions CCH outlines for helping organizations maintain healthier workplaces include:

1. Offer a flu-vaccination program: 66 percent of organizations CCH

surveyed now sponsor flu-shot programs for employees, up from 61

percent in 2005.

2. Tap your employee assistance program (EAP) and healthcare support

services: Determine if they offer a hotline or web site your

employees can use to access FAQs and get guidance and information

about healthcare issues.

3. Establish and communicate guidelines: Help employees understand under

what conditions they should stay home, and when it's safe to return

to work. For example, the Center for Disease Control and Prevention

(CDC) estimates that individuals who get the flu may be able to

infect others from the day before their symptoms develop, to five

days after becoming sick.

4. Provide tips on how to avoid spreading germs: A good source is the

CDC web site:

http://www.cdc.gov/flu/protect/stopgerms.htm#GoodHealthHabits. Use

posters or offer the information on your corporate intranet.

5. Ensure absence control policies are not counterproductive: Programs

such as disciplinary action need to be assessed to ensure they don't

unnecessarily pressure sick employees to report for work.

6. Foster a healthy environment: Ensure managers are fostering an

environment in which ill employees feel comfortable asking to leave

the workplace or, better yet, not report to work in the first place.

7. Set a good example: Managers should be urged not to come in sick as

employees may then see the message to "stay at home" as lip service.

8. Work with employees and your facilities group to keep common areas

clean: Make sure these areas are cleaned regularly; this may even

include cleaning conference rooms between meetings.

9. Recognize helpful employees: Consider bonuses, rewards or other

recognition for employees who step in to help do extra work for ill

colleagues.

10. Telecommuting: Consider using, but not abusing, telecommuting; making

it an option for an employee who is improving, but is perhaps not

ready to return to work full time.

About the CCH Survey

A total of 317 human resource executives in U.S. organizations were surveyed on issues related to unscheduled absences and presenteeism as part of the 2007 CCH Unscheduled Absence Survey. Additional findings from the survey and the methodology are available at http://www.cch.com/absenteeism2007. The survey was conducted for CCH by Harris Interactive.

About Wolters Kluwer Law & Business

Wolters Kluwer Law & Business is a leading provider of research products and software solutions in key specialty areas for legal and business professionals, as well as casebooks and study aids for law students. Its major product lines include Aspen Publishers, CCH, Kluwer Law International and Loislaw. Its markets include law firms, law schools, corporate counsel and professionals requiring legal and compliance information. Wolters Kluwer Law & Business, a unit of Wolters Kluwer, is based in New York City and Riverwoods, Ill. The Wolters Kluwer Law & Business human resources site is http://hr.cch.com.

Wolters Kluwer is a leading global information services and publishing company. The company provides products and services for professionals in the health, tax, accounting, corporate, financial services, and legal and regulatory sectors. Wolters Kluwer had 2006 annual revenues of euro 3.4 billion, employs approximately 18,450 people worldwide, and maintains operations across Europe, North America, and Asia Pacific. Wolters Kluwer is headquartered in Amsterdam, the Netherlands. Its shares are quoted on Euronext Amsterdam (WKL) and are included in the AEX and Euronext 100 indices. For more information, visit http://www.wolterskluwer.com.


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SOURCE CCH, Wolters Kluwer Law & Business
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