Final answer:
Deal with an employee who often uses sickness as an excuse by first speaking with them to verify their condition, guiding them to get medical help, and then setting clear performance expectations. If problems persist, consider implementing a performance improvement plan and, if necessary, carry out disciplinary actions according to company policy and labor laws.
Step-by-step explanation:
To address the issue of an employee who frequently cites sickness or pain as an excuse for poor performance, begin with a compassionate and professional approach. Acknowledge their situation and express concern for their well-being. Then, engage in a private conversation to understand their circumstances better and to determine if the claims are valid. If so, direct them to seek medical advice and possibly provide resources to support their recovery, which is their responsibility as a sick person.
However, if there is suspicion of repeated justifications without merit -- such as using the illness as an 'appeal to a higher authority' or demonstrating a 'denial of injury' to the organization -- it's important to set clear expectations and document these discussions. This may involve implementing a performance improvement plan (PIP) that outlines specific, measurable, achievable, relevant, and time-bound goals.
If the situation does not improve, you may need to invoke employment policies which could result in disciplinary action, ensuring you're compliant with labor laws and company policies.