HELP may get sacked at work for having an abortion

SomeBozo

Zazen999 wrote: »

I usually start a response and then walk away from the computer until I've calmed down.

Good advice well put.

I just don't want the original posters taking the advice as gospel and acting on it. Some of the advice would have made things a lot worse for the OP.

Bozo

Rosie2404

Hi
Sorry to hear you have been through such a rough time.

Has your employer actually said words to the effect that they want to sack you? They may just want to have the "tribunal" to discuss how they can help make the work situation better for you and how they can support you. It may just be proceedure and may be nothing to be worried about.

ceridwen

SomeBozo wrote: »

Ceridwen has a history off topic rants that bear no relation nor help the original posters.

I usually try and stay clear of threads she has participated in for this very reason. Now we are side tracking due to her comments and going off topic.

Bozo

Okay...I am getting just a little fed-up with verbal "attacks" on me. I reply to threads if I think I might conceivably be able to help and/or offer emotional support in some way. I reply for all the right reasons. If you wish to "have a go" at someone - then I would very much appreciate it if you direct this at someone else....and not someone like myself...who is replying with the best of intentions.

Thank you.

olly300

The OP post may be more complicated than it first appears.

The issue may be simple sickness absence for reasons of pregnancy, it may be sickness absence due to slacking or it may be sickness absence due to other things.

OP I suggest that if you are in a union you go and talk to them. If not see if you can see a CAB employment advisor or an advisor at a legal centre.

I've sent the OP a PM.

lesley1960

ceridwen wrote: »

Hmmm....you HAVE had a time of it from that abortion...

Well....THE basic thing that is striking me is that men dont have abortions....errr...just to state the obvious. In other words the words "sex discrimination" are hovering in the air here. This extra time off sick was purely and simply because you are a woman - as a man wouldnt have had an abortion - wouldnt have had that sick leave.

So - I dont know the law on this for sure - but it could be that you would be able to bring a sex discrimination claim if they impose any penalty on you because of abortion-related sick leave. Well worth checking......

Stating the obvious

cazziebo

Olly - the reason for the absence isn't important, it's the absence itself that is the issue. HR people can only know if someone is at work or not, it's not for them to judge if it's slacking or illness. As I've said before, doctor's notes are not always a sign of "genuine illness".

Ceridwen - I know you are trying to help and your advice is well intentioned but so often it is wrong. On some occasions, it's dangerously wrong. Many people on this board give very sound advice. Some give opinions. It is difficult for those who don't know to distinguish which is which.

Many of us with HR responsibilities deal on a daily basis with people who are misinformed and misled and the implications that arise from that. Personally, I get frustrated when I read some of your posts because quite often you encourage people to go off in a totally inappropriate direction. This is not the discussion board, it's for advice. If I'm sure of my facts, I'll advise, if I don't know I'll keep out of the thread.

Please don't take this as an attack, it's not meant to be. I just wanted to explain my own thoughts.

olly300

cazziebo wrote: »

Olly - the reason for the absence isn't important, it's the absence itself that is the issue. HR people can only know if someone is at work or not, it's not for them to judge if it's slacking or illness. As I've said before, doctor's notes are not always a sign of "genuine illness".

cazzebio- there is absolutely no need to patronise me.

The reason for absence is very important for the OP employer legally.

It's rare to find HR people who know the ins and outs of all discrimination laws that can be applied to a person, and in cases like this the best course of action for the employer is to send the OP to Occupational Health to check they have covered all angles before taking more disciplinary action.

cazziebo

I am really sorry if you found that patronising. I do stand by my claim that it's the absence that causes the problem, not the reason for it. Discrimination laws exist to protect employees, but that doesn't detract from the fact that absence is the problem.

Can I also say that Occupational Health is a luxury rarely enjoyed by companies outside of the public sector, and large multi nationals. In the SME sector that makes up most of the UK economy, it's not an option.

CFC

100% with Cazziebo on all points.

Also

Ceridwin - nobody doubts that your heart is in the right place and that you offer your thoughts with the best of intentions, but you really do have no clue about employment law. I think it would help if you prefaced your postings in these threads with 'Although I am not an employer, HR or trade union representative, I think xxxx' because you may seriously lead someone astray one of these days.

surreysaver

cazziebo wrote: »

it's not for them to judge if it's slacking or illness. As I've said before, doctor's notes are not always a sign of "genuine illness".

And, of course, even if it is genuine illness, a company can still use that as an excuse to get rid of you.