Can you get sacked for being off sick 3 times in a year

Forwandert

lindseykim13 wrote: »

i did say to look after the kids i usually muddle on with looking after them when ill but i had flu and can't expect a new baby and 2 older children to look after themselves!

No you still have to look after them, what if both you and your partner had flu at the same time what would the children do then? my partner had flu just before christmas but still had to look after our 3 wk old, 2 year old, 3 year old and 4 year old, getting the older two to nursery/school etc, me just not turning up for work for a week wasn't something we even thought about.

lindseykim13

Forwandert wrote: »

Which of the mentioned sickness/UA has caused the disciplinary to happen now? the UA is definately the one i would of thought that will cause problems, you mention his attendance has got better how bad what it previous to the year mentioned? and what is the timescale to the illnesses/UA mentioned? you mention in a year but have they all been recently within the year? Although a while ago managers tend to remember any periods where sickness was a problem the second the same starts happening again.

We are talking about a rolling year.
He has a disciplinery meeting booked for 2pm re-3 periods of sickness and the another at 2.30pm re-1 unauthorised absence. I fear they are trying to punish him twice in 1 day and refering to them sepperatly on purpose. So they can issue a written then final straight after or perhaps worse. They had originally put them all together in the previous meeting. (this meeting was cancelled by the union though as they only gave dh 3hrs notice!)

The absenses are spread out through the year feb last year (so this wont count soon in their rolling year rules) june, sept & dec (when i was ill)
He was sent home from work with one of the migraines but they are still counting it.
The previous year we had problems with our son having to be admitted to hospital for an ongoing medical problem which we now have under control. So he took odd days off for that and he was issued a written warning for 7 periods off. They count 1 day as 1 period. So makes no difference if you take a week or 1 day it's still 1 'hit' that warning was on record for 6mths and ended in sept 10.
Previous years he has had verbal warnings for the same reasons.

The thing that i don't understand is why they are refering to the written warning and why they have suddenly started coming down harder on the workers when in previous years they didn't use to issue a meeting until they had reached 7 periods. Now it is 4

Jalapee

bungle4by4 wrote: »

well then, if thats how you deal with something as simple as the flu, you had better get used to a life on benefits. because your hubbs will be out of work very soon,

No need for this comment.

How long has he worked for the company?

lindseykim13

Forwandert wrote: »

No you still have to look after them, what if both you and your partner had flu at the same time what would the children do then? my partner had flu just before christmas but still had to look after our 3 wk old, 2 year old, 3 year old and 4 year old, getting the older two to nursery/school etc, me just not turning up for work for a week wasn't something we even thought about.

Our kids don't go to school they are home schooled so someone needs to take them to their classes and groups they attend during the day. They can't just be dropped off and left there someone needs to be with them.

bungle4by4

Jalapee wrote: »

No need for this comment.

How long has he worked for the company?

i disagree, this is what will happen. the OP needs to be made aware of the course their actions will take if continued.

it looks like its been going on for a long time, and the company is now prepared to do away with a person who is not committed.

lindseykim13

Jalapee wrote: »

No need for this comment.

How long has he worked for the company?

5 years and it changed hands 2 years ago but no other contracts have been signed or changed but they seem to have changed the rules.

bungle4by4

lindseykim13 wrote: »

Our kids don't go to school they are home schooled so someone needs to take them to their classes and groups they attend during the day. They can't just be dropped off and left there someone needs to be with them.

well then if you need hubby in work to fund this life choice, you need him to be at work.

i cannot tell you how many times i have seen this kind of arguement played out in disiplinary meetings, and it will only end one way.

i would expect a written warning for the time off, and a final written/suspension/dismissal for the UA. the company are putting themselves in the position to remove him.

lindseykim13

Jennifer_Jane wrote: »

Those are bad migraines he's been having. What medication is he on for them? Migraines are terrible, but I have medication which keeps them under control. By the way, I understood from my Union Rep that migraines are a 'disability' and you cannot be sacked for having them.

(PS and I agree with people who think he's not showing enthusiasm for keeping his job).

He has been to the doctors on a few occasions and the occ health only been prescribed strong paracetamol (co-codemol or codine i think) he usually just goes to bed after vomitting and then doesnt eat/move for 3 days but then hes fine after that and goes straight back into work where as others take the remainder of the week off because it all counts as 1 period anyway.

GothicStirling

One job I worked for told us at the induction that if you took more than three periods of absence due to illness, it resulted in automatic dismissal.

Another one was a large hotel chain. 3 periods: disciplinary; 4: red card; 5: here's your P45.

lindseykim13

bungle4by4 wrote: »

well then if you need hubby in work to fund this life choice, you need him to be at work.

i cannot tell you how many times i have seen this kind of arguement played out in disiplinary meetings, and it will only end one way.

i would expect a written warning for the time off, and a final written/suspension/dismissal for the UA. the company are putting themselves in the position to remove him.

what do you suggest then? as all you seem to be doing is being spitefull and not very helpfull. What can he possibly do now, he has always offered to make back the time/take holiday but the company rules wont allow this.
He never wishes to take unpaid unauthorised time off who would?