dismissal interview

mazza111

Postmanpat was this an ATOS *doctor* ?

I only ask because I had a similar experience with them. Turned out the person I spoke to wasn't even a nurse, just a call handler. Who agreed that I should go back to my postal duties gradually as stated by my own physiotherapist. So they had me going back gradually by starting off with 30 hrs a week walking, pity i'm only part time and do 24 hrs a week :rotfl:

Please ask to see a written report of consultation with the work doctor and see exactly what it says.

Sorry to ask but are u with Royal Mail, or is it just your name that's making me assume that?

wontfallforit

pelirocco wrote: »

You really need to be able to back up your claims

I think ceridwen may be right...and s/he didn't word their post as if it was fact, anyway.

Provided the OP has followed the sickness procedure to the letter - and hasn't done anything else 'wrong' - he is most likely to be dismissed because of performance/capability issues, rather than gross misconduct. - in which case the DWP would pay out.

To dismiss for gross misconduct following just 3 days' sick leave in one year (and in light of the 80%+ reduction from year one's sickness levels) would be extremely excessive, and OP would have strong grounds to appeal any DWP benefit sanction - again provided he had followed workplace procedures to the letter, and hadn't been up to any other unrelated foulplay.

ohyeahitssorcy

It might even be worth popping into a citizens advice and asking if they have an employment law expert who helps out, i was lucky the day i walked in there it just so happened that the volunteer i saw WAS an employment law solicitor and he gave me great advice.

Make sure you have in your hand a copy of the royal mails sickness policy and dismissal procedures it looks like a quite complicated case but if dismissed and they havnt followed their own procedures to the letter there may be a tribunal claim they must comply with employment law they also need to make sure they dont come under the disability discrimination act but seek some legal advice.

Seems a shaky reason to dismiss you really especially as your days ill have steadily reduced each year.

postmanpat68

mazza111 wrote: »

Postmanpat was this an ATOS *doctor* ?

I only ask because I had a similar experience with them. Turned out the person I spoke to wasn't even a nurse, just a call handler. Who agreed that I should go back to my postal duties gradually as stated by my own physiotherapist. So they had me going back gradually by starting off with 30 hrs a week walking, pity i'm only part time and do 24 hrs a week :rotfl:

Please ask to see a written report of consultation with the work doctor and see exactly what it says.

Sorry to ask but are u with Royal Mail, or is it just your name that's making me assume that?

The person who i spoke to was a proper ATOS DR, but how can a telephone consultation help when my GP knows my condition.
I have a copy of the docs report and it wasn't too much i my favour as in one sentance states that i might not be covered under the DDA act then next states that the condition might be cleared up within the next 2 years, how does he know!!!!!.

BligBlag

OP were the days off sick all one offs? Or did you have days off clumped together?

It does sound a bit strange that they want to dismiss you for poor attendance when the highest absence you had is going back 3 years and you've improved considerably since.

What is the company policy on sickness/absence?

postmanpat68

pelirocco wrote: »

Well as he was off sick this isnt going to happen is it

I agree with other posters the amount of time off sick is far from excessive , hopefully the OPs union rep is effective , but it might be a good idea to get further qualified advice

It is royal mail policy that at stage 1, 4 absences or 14 days in a 12 month period, if you go over that you get 2 absences or 10 days in a 12 month period then if you go over that you get 2 absences or 10 days again over that and it's dismissal.
So potentially if you are at the stage 1 you are only 4 days off ill from losing your job. :eek:

postmanpat68

BligBlag wrote: »

OP were the days off sick all one offs? Or did you have days off clumped together?

It does sound a bit strange that they want to dismiss you for poor attendance when the highest absence you had is going back 3 years and you've improved considerably since.

What is the company policy on sickness/absence?

Days off were for migraines and ont the odd day when i was bad and max was 3 days in a row :mad:

Darksun

I know for the purposes of Royal Mail's sickness procedures (I'm a Romec employee) they take into account the number of sickness periods as well as the number of days (I don't know if this is the case with most employers). From what you've said, it sounds like most of the days off have been one off days, rather than taking a few days at a time? I think this tends to count against you.

Have you spoken to your union rep yet? It'd be good to have a sit down with him/her before you go to your interview

postmanpat68

Darksun wrote: »

I know for the purposes of Royal Mail's sickness procedures (I'm a Romec employee) they take into account the number of sickness periods as well as the number of days (I don't know if this is the case with most employers). From what you've said, it sounds like most of the days off have been one off days, rather than taking a few days at a time? I think this tends to count against you.

Have you spoken to your union rep yet? It'd be good to have a sit down with him/her before you go to your interview

I'm meeting the union rep before the interview, but to be honest i'm thinking the worse as savings need to be made in our office.
the stage 3 interviews tend to be dismissal nowadays.

FATBALLZ

Just to give a balanced perspective, it does sound like quite a high sickness record to me, I've been off sick 3 times in 5 years, although seems strange that your record has improved and they choose now to get rid of you - likely they are looking to cut back on numbers and you have one of the worst sickness records hence are top of the list.

I've worked at a number of companies with the 3 days off a year = instant disciplinary policy so this isn't unusual. some of these would have immeadiately sacked you for the 16 days off (unless they were all in one go).

Don't know about the JSA part though sorry.