Hubby been called in for an interview regarding his sick leave??

orlao

As other posters said, it's probably just routine. Companies have to show that they have tried to resolve any "issues" under a duty of care agenda IYSWIM. It covers them if your DH was to complain in the future that their work practices caused his illhealth as he will be given a chance to air any problems that the workplace may be contributing too.

However, if it starts to turn into a disciplinary meeting, tell him to stop the meeting and ask to postpone it until he has time to arrange a witness but TBH if they did that they would be breaking the law AFAIK because they should give him a minimum of 24 hours WRITTEN notice to attend a disciplinary hearing.

wendywhite

Thanks for all the advice folks, he has asked his union rep to go in with him, and the rep says that the company appear to be targeting one individual (not hubby) who has a worrying absence record, but to make it seem 'fairer' they are calling in a few people for interview!! I honestly am of the belief that if you have a problem with an individual then you should speak to them and not tar the whole workforce with the same brush!!! GRRRRRRR I am definitely NOT management material am I, nor a 'company person' lol. Anyway not so concerned now.....as long as hubby watches his p's n q's.....he speaks his mind offend or please....lol that's one of the many reasons why I love him, a spade is a spade!!

elainew

belfastgirl23 wrote: »

I think taking someone with you would automatically signal guilt.....sorry.

Rubbish. You take someone in with you for moral support. Believe me I know !

I would never have gone into any sort of meeting at work on my own especially if there was 3 people sitting the other side of the desk. You are leaving yourself wide open by not.
Just clarified with my father who is a union man that a McKenzie friend is not just for legal proceedings
But hey ho each to their own :cool:

elainew

dmg24 wrote: »

you have no right to take someone with you (in any capacity), that would be at the companies discretion.

have a look at this
http://www.unison.org.uk/bargaining/doc_view.asp?did=378


Section 10 of the Employment Relations Act 1999 gives workers the right to be accompanied, where they are ‘required’ or ‘invited’ by the employer to attend certain disciplinary or grievance hearings; and where the employee has ‘reasonably requested’ to be accompanied.
This right is additional to any contractual right the worker might have to be accompanied or represented.

pinkemsy

I work in HR and would be the person indicating which people need to have an informal discussion about their sickness record. When you work in a large organisation, policies and procedures have to be in place to treat people the same across the board. Having said that, Managers have discretion. If someone has been in the unfortunate position to have got 3 bad colds in a 6 month period, they won't feel it appropriate to have an informal discussion. No HR support is needed for such meetings as they are informal and could be as simple as "hi Joe Bloggs, just wanted to let you know that your absence has been reported to me and I just wanted to check you're ok. If for any reason you need me to refer you to Occupational Health for support then I will do". It's as simple as that.

Companies interpret things differently and may make take a hard line whilst others use the same approach and give Managers more discretion.

Also, Managers are all different, and their personal styles may give people a negative impression of policies and procedures whereas another Manager makes it a little more informal.

I wouldn't expect anyone to take a Union rep, McKenzie Friend or colleague in with them. If they feel the need to, then the Manager is worrying them unnecessarily.

elainew

I totally agree with you if it was a quiet word but the fact he has been told there is 3 of them in the meeting then i would still feel the need to take someone in with me.
Everyone has their own opinion or we would all be boring

pinkemsy

Like I said, if the employee feels the need to take someone with them, the Manager is worrying them unnecessarily. I don't mind what anyone's opinion is, I'm just saying what the HR aspect is here, and what the common sense aspect is too.

belfastgirl23

I guess I'm reflecting the situation at my own workplace - I know if you turn up with a union rep in tow for something like this it would be assumed that you were expecting disciplinary action to be taken and that's why you need your rep with you. Whereas if you turn up alone it's just a chat to ensure that you're okay. And again where I work nothing much gets done by a panel of less than 3 people....I'm sure he'll be fine and it's just routine.