need advice

Legacy_user

ive been off sick 3 times in 6 months which where i work triggers a 1st stage discaplinary. ive recieved the letter about the meeting today but also included are 2 dates in the past 6 months where i was off because my dd was ill [uncontrolled epilepsy] ,i thought this type of unpaid leave could not be held against you .
i am not allowed to make the time up as ive been told in no uncertain terms my employer does not do flexitime that said another member of staff is allowed to make up time when she is off due to child illness.
so can they include this in a formal proceeding ?

Sambucus_Nigra

How is one member of staff allowed to make time up due to child illness but not another?

System

Sambucus_Nigra wrote: »

How is one member of staff allowed to make time up due to child illness but not another?

she is very close to the manager [ie they visit each others houses /go out together etc]
i dont think hr are aware of it as if time is made up it isnt recorded anywhere but as my meeting is recorded i plan to mention it.
i fully understand a company can not pay staff everytime they are off but i do expect a level playingfield.

Savvy_Sue

When you phoned up because your DD was unwell, what did you say?

did you say "My DD has had a seizure, we're at the hospital, I'm sorry I can't leave her, I need emergency dependents leave today" or did you just say you couldn't be there? And were you told how the day would be recorded?

That might make a difference.

System

i always tell them exactly why im off , ie dd has had a t/c seizure and untill she recovers i cant leave her.
ive also had parental leave refused because "its not for looking after a disabled child its for things like once in a life time holidays "

Uncertain

CHRISSYG wrote: »

ive also had parental leave refused because "its not for looking after a disabled child its for things like once in a life time holidays "

The are right that it is not for looking after a disabled child - but it is certainly not for "once in a lifetime holidays" either!

The legal entitlement to short periods of unpaid leave is for emergencies (such as the one you describe). It can also be used if child care breaks down but only for long enough to make alternative arrangements - not to provide the care yourself long (or even medium) term.

System

Deciding to take parental leave


The purpose of parental leave is to care for your child. This means looking after their welfare and could include making arrangements for the good of your child.
Caring for a child does not necessarily mean being with the child 24 hours a day. Parental leave might be taken simply to enable you to spend more time with your young child. Examples of the way parental leave might be used include:

• straight after your maternity, paternity or adoption leave
• spending more time with your child in their early years
• time with your child during a stay in hospital
• looking at new schools
• settling your child into new childcare arrangements
• allowing your family to spend more time together, for example, taking your child to stay with grandparents

You can take parental leave immediately after your maternity, paternity or adoption leave providing you give the correct notice.

• This is taken from the direct gov site.
• There are 2 types of leave the unforseen emergencies + planned parental leave

Uncertain

CHRISSYG wrote: »

[*] There are 2 types of leave the unforseen emergencies + planned parental leave
[/LIST]

I was referring to unforeseen emergencies.

birkee

Turn and turn about folks.
How can an employer run a business if its employees keep taking unexpected time off? Justified reason or not. Why should they continue employment of a person who keeps letting them down?
Can you imagine a train being dumped at 'umpity station', because the driver Daughter had just had a siezure due to epilepsy?

Sounds like chrissyg has got into a situation that's bought himself / herself under scrutiny, and is prepared to drop two other people 'in it' to prove a point. Nice!
If you keep your job, you may well find the atmosphere you created, means you don't want to keep it.

stephyt23

birkee wrote: »

Turn and turn about folks.
How can an employer run a business if its employees keep taking unexpected time off? Justified reason or not. Why should they continue employment of a person who keeps letting them down?
Can you imagine a train being dumped at 'umpity station', because the driver Daughter had just had a siezure due to epilepsy?

Sounds like chrissyg has got into a situation that's bought himself / herself under scrutiny, and is prepared to drop two other people 'in it' to prove a point. Nice!
If you keep your job, you may well find the atmosphere you created, means you don't want to keep it.

I understand your point that employers can't function if staff are off sick regularly but the OP can't help it if her daughter has epilepsy.

Besides surely the point that it's one rule for one and one for another is wrong. I agree that the same rules should apply to everyone regardless of how close you are to the manager. Personally I would think about speaking to a Union rep regarding this.

Googlewhacker

birkee wrote: »

Turn and turn about folks.
How can an employer run a business if its employees keep taking unexpected time off? Justified reason or not. Why should they continue employment of a person who keeps letting them down?
Can you imagine a train being dumped at 'umpity station', because the driver Daughter had just had a siezure due to epilepsy?

Sounds like chrissyg has got into a situation that's bought himself / herself under scrutiny, and is prepared to drop two other people 'in it' to prove a point. Nice!
If you keep your job, you may well find the atmosphere you created, means you don't want to keep it.

It doesn't, if it becomes to much of a problem for the employer then they can look at the capability side of things and go for dismissal down that route.