time off work for hospital appointment

AP007

I had already mentioned reasonable allowance for time off if it was a disability but like being pregnant you have to first tell the company.

ohreally

noelphobic wrote: »

I have a hospital appointment which means I will be getting in to work a little late

Can you copy the appt confirmation while omitting the parts you’re not content to show?

Perhaps this will be sufficient for your manager.

DCFC79

So after 3 pages (2 were not needed) what are you going to do OP ?

j.e.j.

With regard to my reference to a certain tv programme, I just wanted to add, I am not suggesting or implying that the OP has got something 'unmentionable' My stance is that medical records should remain private and confidential, whatever the person's condition, and regardless of what the world and his wife claim they would do in their place. Telling the manager at work (or even HR) about the condition should be up to the individual. I certainly would not discuss medical matters with my work colleagues, - it's none of their business!

However, in this particular instance that's by-the-by, as OP has already let the cat out of the bag by saying they have a hospital appointment. The options have already been given:
*re-arrange the appointment for another time when OP can take the day off as annual leave
*show employer the letter (and hope that they will be kind enough to allow time off)
* if OP is prepared to pay for it, possibly ask GP to write a letter confirming hospital appointment

As the question in the OP has been answered there really isn't much point in discussing this further.

heartbreak_star

closed wrote: »

whatever happened to trust. Is there any reason why they want proof? Too many people taking the mick with it.

apart from a few exceptions, there is no such thing as in-confidence, people gossip, managers, hr, everyone If HR gossip they lose their jobs and can't get others.

just tell the manager, you'd prefer not to, because its personal. It could be that you personally need to go to the sales and pick up a personal bargain.

if you aren't getting paid, can't see what the fuss is about, any decent manager would say no problem -Because someone will have to cover their duties during that unpaid absence.

Few warblings from me.

I agree, the only way to go about this is to take the letter in. It's a logical and not unreasonable request.

HBS x

Tiddlywinks

closed wrote: »

whatever happened to trust. Is there any reason why they want proof, is there a history?

apart from a few exceptions, there is no such thing as in-confidence, people gossip, managers, hr, everyone. putting it on the internet isn't the most private of places.

just tell the manager, you'd prefer not to, because its personal.

if you aren't getting paid, can't see what the fuss is about, any decent manager would say no problem - a lot of places allow time off with pay for outpatients visits.

Whatever happened to trust? I'd respond by saying whatever happened to managers being able to manage?

The bottom line is that the OP is contracted to attend work at certain times. If the OP wants time off during that contracted period of attendance then permission must be sought first.

It's not about trust - it is about a manager managing attendance in order to ensure the smooth running of the business.

If a manager chooses who he asks and doesn't ask for proof then that shows a lack of equity of treatment.

Asking everyone for proof is easier and more consistent and so then everyone knows that they must attend unless authorised or sick.

j.e.j.

Tiddlywinks wrote: »

If a manager chooses who he asks and doesn't ask for proof then that shows a lack of equity of treatment.

Asking everyone for proof is easier and more consistent and so then everyone knows that they must attend unless authorised or sick.

But does treating people equally (ie fairly) mean treating everybody exactly the same..

As a general rule a good manager will know which ones are likely to be wagging it and which ones are trustworthy.

"Managing people's absence" is an example of the business b-s that gets bandied about these days and it's a euphemism for bullying employees to attend work no matter what, imo.

heartbreak_star

j.e.j. wrote: »

But does treating people equally (ie fairly) mean treating everybody exactly the same..

Yes. It does. Otherwise said manager ends up at the pointy end of a discrimination charge.

HBS x

Tiddlywinks

j.e.j. wrote: »

But does treating people equally ie fairly mean treating everybody exactly the same..

As a general rule a good manager will know which ones are likely to be wagging it and which ones are trustworthy.

"Managing people's absence" is an example of the business b-s that gets bandied about these days and it's a euphemism for bullying employees to attend work no matter what, imo.

That's a matter of perception not intention, IMO.

Back on subject - a manager asking for proof of a medical appointment to support a request for authorised absence during normal contracted hours is not unreasonable and is not bullying behaviour.

heartbreak_star

Tiddlywinks wrote: »

Back on subject - a manager asking for proof of a medical appointment to support a request for authorised absence during normal contracted hours is not unreasonable and is not bullying behaviour.

AFAIK it's pretty standard practise, I had recurring knee appointments earlier this year preceding an op. One of them was two days after said knee collapsed and I still brought in the letter...

HBS x