Employers sickness review procedure

snapping_crocodile

Hi, I also work for the NHS and unfortunately yes it is that strict and there isn't really anything you can do about the process. It is set by the powers that be. They also do sick reviews, after for 4 weeks, regardless as to the reason for your absence. I was off sick a couple of months, for the very first time in 5years!, after my dad passed away really suddenly. I was still called in for a sick review to 'see if they could help me get back to work?!' It is patronising, but policy. Even if you are off cos you are in hospital (as a patient!) etc, the same policy is still followed. I do suggest your wife has a word with her union though, to see what their input is. She is also allowed to take a union rep to any sickness reviews too. Hope that helps

glossgal

Can understand what you are saying OP but the bottom line is people who keep being off sick are a pain in the a*** for an employer, whether they are genuine or not-the crucial point being you often have no way of telling the difference until you start applying a little pressure in the way of meetings, reviews etc. I think you have to stand back and try to be objective- your wife has had four different reasons for being off sick-if these are all in a reletively short period then can you blame any employer for addessing it?

I'm not unsympathetic and have been on sickness review myself, it's annoying but you have to play the game.

jim_walton

snapping_crocodile wrote: »

Hi, I also work for the NHS and unfortunately yes it is that strict and there isn't really anything you can do about the process. It is set by the powers that be. They also do sick reviews, after for 4 weeks, regardless as to the reason for your absence. I was off sick a couple of months, for the very first time in 5years!, after my dad passed away really suddenly. I was still called in for a sick review to 'see if they could help me get back to work?!' It is patronising, but policy. Even if you are off cos you are in hospital (as a patient!) etc, the same policy is still followed. I do suggest your wife has a word with her union though, to see what their input is. She is also allowed to take a union rep to any sickness reviews too. Hope that helps

Just tell her to stay off until she is fit to work.. She will get sick pay and even when that runs out they they will only sack her if the number of times exceeds their limit..Tell her to not to make it easy for them.. She may have to go unpaid for a while during which time her job will still be there for her.. Her employer will also ask if there is anything they can do to make returning to work easier.. If there is then discuss it..It's not often you here about nurses getting sacked for being ill.......I work in a hospital and I know one person who was off for three years in a six year period and they still gave him every opportunity to come back to work. Unfortunately he turned down their final offers and they had to terminate him..

Vader123

It's not often you here about nurses getting sacked for being ill.......

What utter rubbish.

OP, you have had some good advice on this thread, some "middle of the road" advice, and some damn right stupid advice.

Get your wife to speak to HR and get a copy of their "managing sickness" policy and form your own advice.

Vader

Nessynoo

These sickness review schemes are in place mainly to contol people that have odd days off here and there with headaches, hangover, can't be @rsed to get up.

Unfortunately, to have a fair system, genuinely ill employees get caught up in it too. I'm on a stage 1 sickness. Had two weeks of earlier this year (signed off by doc), and the week before last off with flu. I wasn't off for 10 months before then. If Im ill in the next few months i will drag myself to work and spread whatever it is around. The bosses will love that, but what choice do i have? Go to work or be fired...

viktory

[quote=[Deleted User];25914611]My argument is that there does need to be some discretion. I appreciate that 'odd' random sick days are a problem for most employers but I think the employer needs to look at the whole picture.

For instance, another person who works with my wife accrued two sickness instances when her mother died and she needed some time off. Somehow dont think thats fair?[/QUOTE]

Again, I disagree. An organisation like the NHS has to have rigid procedures in place - and there can be no 'discretion' as that would lead to allegations of favouritism.

Most employers will offer compassionate leave in the instance of a death in the family. I actually agree that this is often not very long, but then the grieving person can and will take sick leave.


[quote=[Deleted User];25914781]Viktory,

I'm guessing you're probably someones whos been fortunate to have never suffered any form of serious illness thats affected your ability to work?[/QUOTE]

:rolleyes: My sick record is hardly pertinent to the discussion. However, even if it were myself in this situation my views would be the same.

However, working for a LA I have fallen foul of the stricter sickness rules, having hit a trigger point but I do understand the policy is in place for a reason.

[Deleted User]

Yes, I totally understand why there needs to be a sickness policy. From what I gather, sickness abscence in the public services is at a much too high level.

However, it does need to focus on those who take the odd day, hungover or whatever.

My argument is that there is no flexibility. Surely coming back to work a little too early because you dont want to let anyone down and then been sent home ill by your manager shouldnt count as two strikes !!!!

Similarly, there should be some allowances made when the sickness is without a doubt genuine. For instance, when manager has sent you home, your in hospital etc.

One time my wife was told to go home by OC Health department. She didnt want to because she didnt want another strike. They told her it would a disciplinary offence it she ignored they're decision.

So, disciplinary if you stay in work, or one more strike and next level towards sacking if you go home. Hmmm. What would you do?

busterian

As Nessy states above, HR Policies and Procedures have to be applied in a fair a consistent manner. Unfortunately, people who aren't "swinging the lead" and having time off for genuine reasons, do invariably get caught up.

My Fiance works for Royal Mail and does have a genuine condition that flares up every now and again. Last year he was hauled into the Manager's office because he was one day over his "sickness allowance".

We were both disgusted at this because they were genuine sicknesses, covered by medical certificates - in fact one instance involved a short stay in hospital. Other people at his workplace regularly use sickness absence in addition to annual holidays. He has heard people say "oh I can feel a holiday coming on" and the next thing they have phoned in sick.

[Deleted User]

busterian wrote: »

As Nessy states above, HR Policies and Procedures have to be applied in a fair a consistent manner. Unfortunately, people who aren't "swinging the lead" and having time off for genuine reasons, do invariably get caught up.

My Fiance works for Royal Mail and does have a genuine condition that flares up every now and again. Last year he was hauled into the Manager's office because he was one day over his "sickness allowance".

We were both disgusted at this because they were genuine sicknesses, covered by medical certificates - in fact one instance involved a short stay in hospital. Other people at his workplace regularly use sickness absence in addition to annual holidays. He has heard people say "oh I can feel a holiday coming on" and the next thing they have phoned in sick.

I guess this is always the problem....

Llyllyll

Unfortunately this is the way these inflexible policies work now and there is very little room for local management discretion.

The best thing to do as an employee is take sick leave (only when you are genuinely ill) but to ensure that you only go back when you are completely recovered. You will not get reward or recognition for "not wanting to let anyone down", indeed as you have stated, you are often/always penalised for returning early and then going off again.

As others have already stated, get the union involved. They may also be able to provide legal advice/guidance about the time that she broke her hand in work on a faulty door (hopefully your wife entered this in the accident book so there is a record of it).