Unfair sickness discipline? Advice?

pimento

"Attendance Management" - read "We don't believe you're sick".

If you have a cold, just go into the office and make sure everyone gets it.

SandC

Emmzi wrote: »

Attendance management is for legitimate, documented illnesses.

Conduct code is for lead swingers.

I am sure OP appreciates your sympathy but it's not going to help her with her meeting.

Agree. I often read threads on here where people think they are being got at for having 'legitimate' illness.

Just what kinds of illness causing time off work of whatever length are not legitimate?

Its unfortunate if your company does have a policy where performance related pay is affected by time off due to illness, however it's perfectly understandable. It's never anyone's fault if they are off ill, whether it's emergency surgery or a nasty tummy bug. But if you are not there, you are not performing, simple as that.

Next year will probably be a better year for you.

I assure you this is not personal and everyone else would have been treated exactly the same. If there's a policy, they need to apply it.

pimento

Let's punish you for being ill.

Jarndyce

pimento wrote: »

Let's punish you for being ill.

What does that mean? Do you think employers should just be expected to tolerate indefinite levels of sick absence?

NikNox

I work for a medical practice (NHS), and our sickness policy has just changed because of the amount of Monday and Friday sickness. We are now permitted 3 days of paid sickness in any rolling 12 months. So, if I was sick tomorrow, I could have another 2 days paid sickness up to next November. Any time off sick after those 3 days is unpaid. However, if I were to have a medical procedure, that would be covered by SSP. Certainly wouldn't be penalised for it though, especially as my employer is my GP!!!! But, all companies have differing procedures, and those procedures are put in place to protect the employee and the employer. The OP here does seem to have been treated unfairly, but unfortunately that's how it is and I don't think much can be done to change it. We are also allowed a total of 3 hours paid per year to attend Outpatient appointments (including dental appointments), and any over that allowance have to be taken as unpaid hours. One of my colleagues has serious health issues, and has to attend a lot of Outpatient appointments per year (this colleague had Leukaemia as a teenager which has left her with continuing health issues), and only the first 3 hours of them have been paid. She believes this is unfair as she has more appointments than most, and we also agree it is unfair, but they won't change their policy just for her, or give her special circumstances. Tough, but nought she can do. Guess everywhere has it's annoyances.

cr1mson

I had a bad case of flu (proper flu) and was really ill for 2 weeks then got various complications after. This meant my Bradford score went through the roof as kept going in for a couple of days before having to come off. I ended up having to go to a meeting but did not receive any disciplinary action although I was warned it was a possibility. It was just a big discussion of exactly what had happenned. Manager and HR agreed that no further action was required.

C

pimento

Jarndyce wrote: »

What does that mean? Do you think employers should just be expected to tolerate indefinite levels of sick absence?

I think if you treat your employees properly, they'll treat you properly back.

Where I work, we can take seven uncertificated paid sick days a year. Up to three consecutive days at a time. We then have 120 certificated paid sick days. So if (God forbid) I fell ill enough to need long term sick leave, I wouldn't have to worry about how I was going to pay my mortgage.

This year I had (for the first time ever) a need for four weeks certificated sick leave and so long as I could produce a certificate from my doctor, I was paid my full salary. If I have a cold, I know I won't have to drag my weary carcass into work to infect the rest of the team.

I like being treated like the honest grown-up I am. I don't think my employer has a problem with indefinite levels of sick leave.

eamon

My employer also operates an absence monitoring scheme. In essence they view it as a two pronged dagger. One to get the attention of those that party too much on Sunday & Thursday. Secondly as an opportunity to capture those that may need help to stay working.

It does help though if the employers are not only consistent with this approach but also able to show common sense.

ohreally

NikNox wrote: »

I work for a medical practice (NHS), and our sickness policy has just changed because of the amount of Monday and Friday sickness. We are now permitted 3 days of paid sickness in any rolling 12 months.

Are you employed by the medical centre direct or the NHS?

I can't believe any trade union branch would have mandated the policy changes you describe.