Absence Management: How to Rein in Costs and Increase Your Bottom Line

Date: Wednesday,
April 27, 2011

Time: 2:00 PM - 3:30 PM ET

Join Bob McKenzie, President of McKenzieHR, to learn how you can reduce the costs of absences at your organization.  In this webinar you’ll discover how to:

  • Assess the true cost of absenteeism
  • Determine the revenue required to make up for the cost of absenteeism
  • Control unscheduled absences
  • Integrate FMLA, workers compensation, and state mandated leave programs into your absence management programs
  • Evaluate  the advantages and disadvantages of using paid-time-off  banks
  • Determine the best techniques for reducing absenteeism
  • Implement back-to-work workers’ compensation programs
  • Utilize employees to reduce absenteeism


Earn 1.5 HRCI Credits or 1 CPE

Our Services Include:

  • Full HR Outsourcing
  • Customized handbooks
  • Resolution of harassment and discrimination complaints
  • Unemployment hearings
  • Outplacement services
  • HR audits
  • Compliant recordkeeping
  • New employee orientation
  • Safety programs
  • Training and development
  • Implementation of Human Resources Information Systems
  • Mergers and acquisitions due diligence
  • Benefits administration
  • Recruitment assistance
  • Compensation administration
  • Discipline and termination
  • Coaching and counseling
  • Performance management
  • Employee surveys

Contact Bob McKenzie or
go to www.mckenziehr.com
for more information


For no charge you have the opportunity to ask human resources related questions of Bob McKenzie, President of McKenzieHR

To ASK Bob click here


Contact Information

4237 Salisbury Rd, Bld 1, Suite 112
Jacksonville, FL 32216

Phone: (904) 861-2903
Toll-Free: (888) 861-2903

Friend's Name:
Friend's Email:

You will need Adobe Acrobat Reader to view some these linked files. Click here to download the reader now.


If this email is not displaying properly, please click here.

This newsletter is provided as a service to our clients and friends with the premise that informed clients are better clients. If you like it, feel free to pass it along to others. Do not hesitate to contact us for more information on this or any other human resources related subject.

If you would like to remove your name from our email list, please follow the instructions at the bottom of this newsletter.


Leadership Essentials

In the last newsletter, we hit the past leadership fads of the past pretty hard. It was written with the feeling that there should be no need for books on leadership. But it does raise a question – Are leaders born with the skill or can they learn leadership? It’s a little of each. Looking at kids play, there is usually one child who tries to be the organizer of activities. Then when the other kids get bored, another takes the initiative to question the leader. Then the arguing starts. It happens all the time. But this is part of the learning experience for all of the children in the group.

First Rule of Leadership – Leaders Need Followers
This may sound trite, but there are numerous examples of people marching along thinking they have the backing of others only to look back and find no one is behind them – a leader in his or her own mind. 

There are four basic principles that all leaders must have in order to be a leader.  They are:

Without trust there is nothing.  Trust and honesty must be at the forefront of all activities in the organization for it to be successful.  It is very unfortunate that the concept of trust has all but disappeared in many organizations.  Think about how much faster and better things would get done if employees trusted each other.  There would be no need to cover ones back or cover their tracks.  No finger pointing as mistakes would be just that – mistakes.

Communication is the key to developing trust within an organization.  Lack of information causes people to make up their own stories.  This is how rumors, gossip and negativity get started.  If the employees are not getting information from their leader, they will make up their own information and spread it throughout the company.

Leaders are committed to their employees and their business.  Employees fall into one of four categories. They are either committed, compliant, complacent or complaining. Of course, the more employees that are committed to the business goals, the better the business runs.  Being compliant is not too bad as the employees in this category do what they are supposed to do, but not much more than that. The complacent people are the contented cows of the workplace.  They are OK with the status quo and not worried about much more than getting their paycheck on payday. 

Most people will say to get rid of the complainers. But this would be wrong.  Listen to them.  Then put them in charge of changing the things they complain about.  Make them accountable for results. If there are still issues with the employee – they have no one to blame but themselves.  After this – accept no complaints – only accept solutions. 

Leaders are passionate about their cause. Their enthusiasm for their business and the growth of their business is readily apparent and as the old saying goes – enthusiasm is contagious. Creating excitement is a primary role of a leader.

Grumpy bosses create grumpy employees. Bully bosses create people who avoid risk and do only what they are told to do.

Leaders support their people with the proper tools, equipment, supplies, time and competitive earnings.  They also support their people by allowing mistakes and then allowing for the mistakes to be corrected.  Leaders back their people – this support comes from the trust they have in their people.  It is easy to support the people you trust. 

The true leader knows he or she is nothing without the people behind them.  The example set by the leader runs throughout the organization and you will see employees supporting each other. 

We have a saying in our company – “Everyone’s job is everyone’s job.”  This means that when one person gets busy, others will step in to assist to make sure all gets done.  No job is too small or too big for anyone.  It works.

So in the end, the leader sets the stage for the entire organization.  Having these four simple traits make a leader a leader.  All the other leadership stuff like vision, motivation, innovation and all the other traits come after the leader gains the trust, commitment, enthusiasm and support of his or her employees.

So, for you leader wannabes out there, forget about all of the leadership books and just look at the above list for guidance – just make sure you start by being honest and gain people’s trust.  Remember –without trust you have nothing. 

Thanks for reading the McKenzie Mailer. Let us know if there is anything we can do to help.


Bob McKenzie, President



February 2011
Where's the Leadership Fad?
January 2011
Equal Employment Opportunity, Affirmative Action, Diversity. Where does it end???
December 2010
It is That Time of The Year
November 2010
The Department of Labor is on a Mission You have to be Careful Out There
September 2010
Following the Crowd is a Good Way to get Lost in it
August 2010
Customer Service Is Your Competitive Advantage
June 2010
Social Networking – Be Careful out There
April 2010
Is That a Light in The Tunnel?
January 2010
What's Your Theme Song?
December 2009
2009 Was Definitely a Murphy Year
August 2009
Swine Flu Preparations - Knowledge of Risk is the Best Course of Action
July 2009
Are Rising Healthcare Costs Making You Sick?
June 2009
Diversity – Who Cares?
May 2009
Why the Huge Increase in Discrimination Charges?
April 2009
EEOC Charges at a Record High
March 2009
Eaten Any Brains Lately??
February 2009
Just Trying to Keep Up with All of the Changes
January 2009
Compliance Update Handbooks Need Updating Too
December 2008
Employee Free Choice Act – Not a Free Choice at All
November 2008
The Americans with Disabilities Act Amendments Act Clarified
October 2008
Effective Handbooks Save Time and Money
September 2008
Negating the Nattering Nabobs of Negativism
August 2008
What's Your People Plan
July 2008
Human Resources Strange But True People Stories
June 2008
HR Compliance Issues at the Forefront
May 2008
Performance Management Never Stops
April 2008
Don’t Make Tough Times Tougher
March 2008
What Ever Happened to the Personal Touch?
December 2007
It's That Time of Year Again
November 2007
HR Hot Topic #3 - Immigration
September 2007 -
HR Hot Topic #2 - Controlling the Cost of Medical Benefits
August 2007 -
HR Hot Topic #1 Recruitment and Retention
June 2007 -
Strategic Human Resources is Not an Oxymoron
May 2007 -
Is It Really a Hostile Work Environment?
April 2007 -
What happens after a new employee is hired?
March 2007 -
February 2007 -
January 2007 -
Discrimination & Harassment
December 2006 -
October 2006 -
The Why Label Generation Y?
September 2006 -
The World of Recruitment Has Changed
August 2006 -
Keep Your "A" Players
July 2006 -
Traits of a High Performance Workplace
June 2006 -
Is a Mediocre Employee Better Than No Employee?
May 2006 -
The Compliance Vultures are Circling – Are You Prepared?
April 2006 -
Is Administrivia Keeping HR from Getting a Seat at the Table?
March 2006 -
Agreeing to Disagree or Avoiding the Subject
February 2006 -
Happy Valentine's Day
January 2006 -
Be a Talent Magnet and a Talent Utilizer