dismissal interview

custardy

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?

13. MEASUREMENT AND REVIEW
Royal Mail and CWU are committed to this process which will be reviewed on an Area by Area basis. The effectiveness of this approach will be monitored at the quarterly strategic area review meeting. It is a process for reviewing trends and identifying opportunities for improvement.With employees new to Royal Mail it is important to establish quickly a clear understanding of the need to maintain appropriate standards of attendance. Attendance may be regarded as warranting formal action if an employee who is on trial has:

Stage 1: 2 absences or 7 days in a 6 month period
Stage 2: 1 absence in the next 2 months
Stage 3: 1 absence in the next 2 months
No triallist should have his/her appointment confirmed whilst under this procedure.

2. MINIMUM NATIONAL ATTENDANCE STANDARDS - EMPLOYEES NOT ON TRIAL
Employees who have successfully completed their trial period are still required to maintain a high standard of attendance. Attendance may be regarded as warranting formal action if an employee who is not on trial has:

Stage 1: 4 absences or 14 days in a 12 month period
Stage 2: 2 absences or 10 days in any 6 month period during the next 12 months
Stage 3: 2 absences or 10 days in any 6 month period during the next 12 months
In deciding whether these standards are met for employees whose trial was recently confirmed, attendance during the whole of employment is considered, not jut from the date trial is confirmed. An employee whose trial has been confirmed following an improvement to the required triallist standard will be put back to the previous stage of the Attendance Procedure but the criteria appropriate to a non-triallist will then apply.

i can supply the full document if required
with RM its a rigid system.'stages' are triggered on the computer and actioned at the employees offices level
so if you hit stage 2 then it only takes 2 seperate sick days to trigger a stage 3
once you hit stage 3 then you are on thin ice even with a genuine complaint(if outside DDA) backed up by medical records
trust me,just look at my sig

@ pat,PM on its way

your DIM can revert you to stage 2 at their discretion after your stage 3 meeting
if they dont then you have the right to appeal after getting written notice of their decision
after that its tribunel time

bap98189

FATBALLZ wrote: »

I've worked at a number of companies with the 3 days off a year = instant disciplinary policy so this isn't unusual.

That sounds rather harsh considering the national average is about 7 days per year.

Prudent

I am sorry I am just skim read these posts as rushing. However I do think you may be correct in that RM is just seeking to cut costs. My partner works for RM and they seem to have dismissed quite a few people for minor things. He is always worried about taking sick leave.

I dont think your absense is that high.
Mine over the last three years is:
1) 6 months (injury after being assulted at work- I was not at fault)
and two days stomach problems. Therefore was really just two days 'sick'.
2) 3 weeks with a broken foot & 4 days flu
3) 6 weeks Systemic lupus

None of these were 'casual' kind of sick days in which I could have been construed as being 'at it', all were genuine & most had a doctor's line. But very high absense none the less.My employer has been ok. Surely they have to take into account the reasons for your absense too?

custardy

Prudent wrote: »

I am sorry I am just skim read these posts as rushing. However I do think you may be correct in that RM is just seeking to cut costs. My partner works for RM and they seem to have dismissed quite a few people for minor things. He is always worried about taking sick leave.

I dont think your absense is that high.
Mine over the last three years is:
1) 6 months (injury after being assulted at work- I was not at fault)
and two days stomach problems. Therefore was really just two days 'sick'.
2) 3 weeks with a broken foot & 4 days flu
3) 6 weeks Systemic lupus

None of these were 'casual' kind of sick days in which I could have been construed as being 'at it', all were genuine & most had a doctor's line. But very high absense none the less.My employer has been ok. Surely they have to take into account the reasons for your absense too?

not with RM
guy in our office has been given a stage 2 this week
involved in a big car smash
non fault and other party paid out inc costs and RM's sick pay (so no costs to RM) but still gets his stage 2
another guy got a stage after being off with cancer
the only stuff you can argue off is an injury/accident on duty.though RM will look for an out
eg a guy hurt his back a few weeks ago lifting a bag.they took the bag away and weighed it.
it was over weight so that injury counts towards his stages
what RM are doing now is catching up with the stages now December is passed,and this is the 'period of calm' for the negotiations
you know that militant workforce you hear about? self preservation!

ceridwen

Has anyone in your workplace ever been dismissed on the excuse of having had "too much sick leave" - when, in actual fact, they've only had a reasonable amount of sick leave and havent done anything wrong in any way - but the employer is seeking to make redundancies "on the cheap"?

Just wondering if that is the case - and, if so, what happened? Did that person take them to Tribunal - and what was the result if so?

custardy

ceridwen wrote: »

Has anyone in your workplace ever been dismissed on the excuse of having had "too much sick leave" - when, in actual fact, they've only had a reasonable amount of sick leave and havent done anything wrong in any way - but the employer is seeking to make redundancies "on the cheap"?

Just wondering if that is the case - and, if so, what happened? Did that person take them to Tribunal - and what was the result if so?

in RM its by the numbers
reasonable doesnt come into it
(if you are asking about RM )

ceridwen

...but what about Tribunal? has anyone ever taken them to Tribunal for this?

custardy

ceridwen wrote: »

...but what about Tribunal? has anyone ever taken them to Tribunal for this?

oh yes,some win and some lose
some win but still dont get their job back ( a recent RM thing)

confused76

hi there i suffer with chronic migraine so know how you feel - i think you are doing really well! am puzzled by your gp telling you it will clear up in 2 years - unless they think they can get your medication right in 2 years?

i don't think your sickness is excessive. as long as you have followed the sickness procedure i don't see why it is in question.

all the best

custardy

confused76 wrote: »

hi there i suffer with chronic migraine so know how you feel - i think you are doing really well! am puzzled by your gp telling you it will clear up in 2 years - unless they think they can get your medication right in 2 years?

i don't think your sickness is excessive. as long as you have followed the sickness procedure i don't see why it is in question.

all the best

its not in question,the op has been off enough to trigger a stage under RM's sickness procedure
it doesnt matter about it being genuine or not
the stage 3 is triggered automatically
at thie interview they get the 'opportunity' to explain their absences
at the meeting they will go through all of their sickness from the stage 1
as you see by my sig i have an eye problem(not permanent) which is fully covered in my medical records
guess who got 5 weeks notice last week?


not directly linked but heres an insight into the way some DO's are run
http://www.southportvisiter.co.uk/southport-news/southport-southport-news/2010/01/27/a-southport-postman-who-signed-for-a-parcel-on-behalf-of-a-pensioner-was-sacked-101022-25689395/