"When I know someone is at a doctor's appointment for a few hours, is it appropriate to ask them to use sick time? They didn't originally document it as such, and I'm sure they made up their work in other ways, but I'm struggling to find the balance between flexibility in the current situation and enforcing workplace rules. Are they getting all their work done? Are they working flex hours, so it doesn't matter if they're away from 11 a.m. to 1 p.m. because they work a few extra hours later in the day or at night? Is your sense that they're on top of their work and overall working the total number of hours you'd expect in a given week? Do they put in extra time when the work requires it?"
"If those things are true, you shouldn't ask them to use sick time for a few hours at the doctor. It's counterproductive to nickel and dime people like that, and it will make them much less inclined to put in extra time when the work would benefit from it. (On the other hand, if those things aren't true, that changes the equation.) In general, you should err on the side of being generous with people, especially around things like sick leave, which you want to be there when they're actually ill."
Managers of remote teams should prioritize outcomes and total work hours over minute-by-minute monitoring when handling brief absences for medical appointments. In fully remote setups with weekly standing meetings and no detailed daily tracking, focus on deliverables rather than instantaneous presence. Evaluate whether employees complete their work, use flexible hours effectively, and contribute extra time when necessary before requiring use of sick time. If employees meet expectations and cover responsibilities, do not mandate sick leave for short doctor's visits. Requiring sick time for occasional appointments can erode goodwill and reduce willingness to work extra when needed. Favor generosity so sick leave remains available when employees are genuinely ill.
Read at Fast Company
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