the extent to which respondents can handle time, physical, mental-interpersonal, and output demands. Additionally, The Stanford Presenteeism Scale seeks to determine the effects of health on productivity. It measures participants' abilities to concentrate and perform work despite having a primary health problem. Using six items, respondents determine the extent to which they agree with statements that describe how their health condition may or may not affect their work. The scale measures two factors that the authors labeled as completing work and avoiding distraction. Finally, another measure often used is the World Health Organization Health and Work Performance Questionnaire (HPQ). This self-report measure acquires information about respondents' health conditions and has them provide perceptions of their job performance. The WLQ and HPQ have become the two most popular instruments; however, one can access more thorough reviews of instruments that have been created to estimate the effects of health on productivity. Implications for practice Given the prominence and costs of presenteeism, scholars have suggested a variety of courses of action for employers. Companies should implement wellness programs for their employees aimed at increasing health and productivity. These organizations, however, must be aware that the effects of these programs may have an immediate impact on presenteeism as opposed to simply absenteeism. Firms must be cognizant of this fact when evaluating the effectiveness of their programs. Complementing this suggestion, Schultz and Edington wrote that employees must be educated effectively so they can better manage their health. They also commented that employers need to consider the health of workers who are low risk along with those who have high-risk health conditions. In the United States, one other proposed response has been to require that paid sick and family leave be provided to all workers. In November 2006, San Francisco became the first jurisdiction to pass such a law. Future directions and research While progress has been made in regards to understanding presenteeism, many possible topics of inquiry still remain. In his literature review, Johns said that presenteeism had to be related to other constructs such as work attitudes and personality. Additionally, lessons from absenteeism could be applied to presenteeism. For instance, absenteeism can be defined as voluntary and involuntary, and scholars could consider applying such ideas to presenteeism. Lastly, the construct could be related to other elements of the work. Specifically, how does presenteeism relate to remote work? Is an individual who works from home