mention how will you cover the portion in your absence.
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Answer:
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Initially cover will be temporary. A decision permanently to replace an employee should only be taken in conjunction with HR, based on sufficient evidence and after consultation with the employee.
Short term absence (of two weeks or less) often will not merit arranging temporary cover and/or it may not be viable to organise. The rest of the team will usually be required to cover the absent employee’s work. It is important for managers to recognise and acknowledge the additional pressure this can place on other team members. However, managers should seek to foster a culture where covering for short term absence is considered to be a normal aspect of working as a team. The approach should be that just as employees cover for each other in relation to planned holiday, we also cover for each other during unplanned short term absence.
Illness or other personal difficulty involving short term absence could arise for any team member at any team. Managers should strive to avoid such absence leading to divisiveness and/or resentment towards the absent team member.
Problems with team resentment are more likely to arise in cases of persistent short term absence where it appears that no action is being taken to address that absence. Maintaining team morale and encouraging a supportive team culture is another reason why managers should be proactive in addressing short term and ad hoc absence issues. Be proactive! Manage short term absence.
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