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Absence %
Glennn
Posts: 128 Forumite
Where I work we have a policy where anyone who goes over a certain absence percentage triggers for a disciplinary.
If I am working a % over the last year (260 working days) should I minus off 30 days (6 weeks holiday) when working the %??? The thinking behind it is these are not days in the workplace.
I don't think we should but currently we do this. Is it something set in stone or just something that can vary from workplace to workplace.
If I am working a % over the last year (260 working days) should I minus off 30 days (6 weeks holiday) when working the %??? The thinking behind it is these are not days in the workplace.
I don't think we should but currently we do this. Is it something set in stone or just something that can vary from workplace to workplace.
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Comments
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Ask work how they work it out or are you planning to get sick and worry about the trigger?We’ve had to remove your signature. Please check the Forum Rules if you’re unsure why it’s been removed and, if still unsure, email forumteam@moneysavingexpert.com0
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If you are sick on your holidays you can claim the days back so the whole 260 days should be included in the calculation.Be Alert..........Britain needs lerts.0
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paddedjohn wrote: »If you are sick on your holidays you can claim the days back so the whole 260 days should be included in the calculation.
You can, but not everyone does - I wouldn't.
It really is up to the employer how they work out the percentage, as long as their calculations are consistent and transparent.0 -
Yes but the whole year needs to be included in the calculation otherwise you could have someone on long term sick having a 113% absence instead of 100%Be Alert..........Britain needs lerts.0
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It is up to the employer how absence is monitored.
The sickness absence procedure must be transparent. It really doesn't matter what the trigger points are, or how they are worked out, as long as everyone understands what is required of them and what will happen if they fail to meet the company's attendance requirements, and as long as there is no unlawful discrimination (intended or not) in the way the procedures are applied.I'm a retired employment solicitor. Hopefully some of my comments might be useful, but they are only my opinion and not intended as legal advice.0 -
I would never do that asYou can, but not everyone does - I wouldn't.
It really is up to the employer how they work out the percentage, as long as their calculations are consistent and transparent.
1. they then have you down as sick
2. wouldn't get paid so may as well have the holiday payWe’ve had to remove your signature. Please check the Forum Rules if you’re unsure why it’s been removed and, if still unsure, email forumteam@moneysavingexpert.com0 -
Ask work how they work it out or are you planning to get sick and worry about the trigger?
Nothing like that. I was asked for some figures today I just thought differently to my senior colleague. Just wanted some outside views.
As for treating everyone the same.... That would open a whole can of worms haha0
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