Sick employees need to stay at home

Q: I can't stand this time of year. Other people complain about the snow, their commute or the cold. Not me. I am can deal with all of that. But these people that come into the office with their noses running, a hacking cough and then touching phones, door knobs and shaking hands. They are making all of us sick. When I am sick, I stay home. I call into meetings if I can. I don't sneeze and cough amidst co-workers. How are we supposed to address this in the workforce?

A: I get it. I so get it. I have been on the same tirade recently. These folks that take out the tissues, honk their noses and then proclaim that everyone is sick in their house but brag how they made it into work. I feel like standing up and saying, "Go home. We don't want you in this condition."

Sick people need to stay home. With all of the technologies available to us, we want the brains of our employees, but not their germs.

I recently had a client email all employees a reminder not to come into the office if they have certain symptoms (similar to the list you see posted at hospitals). One person can spur an epidemic. And many of us, because of snow storm after snow storm, are more housebound that usual. It is hard to get outside and get some fresh air.

One policy that drives me wild, which some companies still have, is a perfect attendance award. Instead, I would like to abolish these awards. These drive employees to report to work even when they are sick and should remain at home.

I also think having hand sanitizer around is a smart idea. A decade ago, hand sanitizer was uncommon. Today I would make sure I have a giant bottle on my desk. I also like to wipe down telephones and door knobs frequently.

Thirty-two days until spring!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

A Flexible Work Arrangement vs. A New Job

Q: I work in downtown Boston and live about 45 minutes north of the city. Traffic seems to be getting worse and worse, which has lengthened my commute. My husband works closer to our daughter's daycare but now is moving into a role which requires more travel. Thus, I will be doing more of the drop-offs and pick-ups. My company has flexible work hours but truthfully my manager dismisses this benefit and really isn't behind them. Do you think I need to find a new job? Before you ask, my role is conducive to flexibility since I have a PC at home and I often work a few nights to catch up on emails or other correspondence.

A: Your predicament is not uncommon. An employer likes to brand themselves as a family friendly/flexible employer but in reality, they are not all that flexible. Or, in some cases, the employer may be flexible but it is not exactly what the employee expects.

Flexible work arrangements (FWA) are not just about caring for kids anymore. It is about a spouse who may need to provide care for their seriously ill partner. It is about an adult child who has two parents who need constant care in the final years of their lives. It is about increasing long and unpredictable commutes. Sometimes it is even about returning to school to finish a degree.

For my clients who do it well, I have observed the following:

1. Senior management supports and often embraces one (or more) of the FWA options. These leaders truly "walk the talk" and will work remotely one day per week or work a flexible work schedule to drop off a child at school. What is probably most important is that these leaders "walk the talk" and openly share with others that FWA are acceptable and supported.
2. The FWA is not perceived as a nice, little perk. Instead, it is viewed as part of the attraction and retention puzzle. "We want to keep you."
3. Smart companies listen to their employees. Employees often have the best ideas. Some FWA are more accepted in some organizations than others. Successful organizations give employees a voice at the table.
4. Progressive employers review where FWA are being used and more importantly, where they are not. Sometimes this is a yellow flag with respect to senior-level support.

I don't think you should start searching for a new job. Instead consider options that might help you build a business case for a more flexible work schedule. Visit www.whenworkworks.org.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.