![]() ![]() ![]() The fact alone that there was no medical recommendation that the claimant leave work will not support a finding that the quit was without good cause. However, situations do arise where the claimant quits work because of health problems BUT the claimant has not received medical advice to leave work. The facts establishing this will normally include a statement from the claimant's physician since, in most cases, self-diagnosis is not sufficient to establish that a claimant was compelled to quit. It must be established that continued employment under such circumstances would have been detrimental to the individual's health OR that the claimant has a reasonable basis for so believing. The fact alone that the claimant was concerned about a health or physical condition will not necessarily afford good cause for quitting employment. If neither situation occurred, the quit would generally be without good cause. Where the claimant had worked in the past with a chronic illness but suddenly decided to quit because of the illness, good cause would depend upon (1) whether the illness had suddenly become critical or acute, or (2) whether the work or the conditions of work had changed, thereby aggravating the illness. Thus, where a claimant quits because of an alleged health problem BUT fails to notify the employer of his problem although he had an opportunity to do so, the quit generally will be without good cause. Where the work is detrimental to the claimant's health AND the claimant is genuinely desirous of preserving the employment relationship, the claimant reasonably should give the employer the opportunity to remedy the situation. and the claimant has taken reasonable steps under the circumstances to preserve the employment relationship such as seeking sick leave where health factors are involved, or other leave, if available, or a transfer to other available work the claimant can perform. But, he adds, "the answer's not more Zoom happy hours. His team at Airspeed is still trying to figure it out, too. ![]() I don't think people have cracked the code," Camplejohn says. Workplace disconnectedness is "a widely discussed topic at the highest levels of companies. A sweeping majority, 9 out of 10 executives, say their company has a deep knowledge of their workforce, but just 6 in 10 workers agree their bosses understand what motivates them, or their personal characteristics, interests and values. To find better solutions, executives will need to recognize they don't fully understand what employees want and need - at least not without further surveying and open discussions. Workers may also be more likely to quit for even small incentives: Some 62% would take a similar job elsewhere for a $1,000 sign-on bonus, according to the survey. When workplaces don't encourage personal connection - like by recognizing milestones, having different departments work together, even pairing up peers for informal encounters - it can lead to lower productivity, Camplejohn says: "If you don't feel like you know the people you work with, communication just doesn't happen as fast." Some 44% of workers say their manager doesn't encourage socialization, 36% say that it isn't part of their normal workday and workflow, and 33% say they don't have time to socialize. Leaders should prioritize social connection as part of the work itself. It can be something where I have the flexibility for balance and also do meaningful work." Social connection as a business priority "It's not just that work has to be a paycheck. But "it doesn't have to be an either/or situation," Camplejohn says. To be sure, the silver lining to stepping back from work is having more time and energy for your personal life, as many have prioritized during the pandemic. "You're more likely to rent yourself out to the higher bidder." As he puts it: If you're going to be in video meetings with people you don't feel connected to anyway, why not do it where someone will pay you more? When your only point of connection as a remote or hybrid worker is back-to-back Zoom meetings, "there's just no soul," Camplejohn says. Employee dissatisfaction and disengagement have been on the rise for years, according to Gallup.ĭisconnection is making workers feel lonely, isolated, that their colleagues don't care about them and that they're replaceable, according to the Airspeed/Workplace Intelligence report that surveyed 800 C-suite leaders and 800 workers in March.Ī majority see their work as solely transactional: 52% of workers reported they're only in it for the paycheck. ![]()
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