Bradford factor

maddymoo71

the company I have worked for for 5 years started using the Bradford factor as of 1st July 2013 I have had a letter telling me my score for the whole of this year so far is this right or should absences before 1st July not been counted ? many thanks xx

ohreally

Depends on policy provision.

Retrospectively applying draconian measures speaks volumes about the management.

sammyjammy

would imagine it is entirely up to them, it's their sickness policy.

Errata

Once a management decision has been made to use the Bradford Factor, I can't see any reason why management would not apply to any employment period. Unless management say differently.

Derwent

The Bradford Factor is designed to be used over a rolling 12 month period so it's logical that they have used past data to give the rolling score if it's only been in place for 3 months.

maddymoo71

but on information given before Bradford factor came into force it says absence before 1st July would be recorded and a counselling meeting given ! surely I cannot be marked before the system was in place ?

pinkshoes

maddymoo71 wrote: »

but on information given before Bradford factor came into force it says absence before 1st July would be recorded and a counselling meeting given ! surely I cannot be marked before the system was in place ?

It covers 12 rolling months, so if it started on 1st July 2013, then that would cover the period from 1st July 2012 for 12 months.

So yes, it will include all sickness within the last 12 months.

ohreally

The policy needs to have a start point abd this appears to be July 2013. To cover the period up until then perhaps the previous policy should be used until the new measuring tool reaqches a point 12 months thus.

I take it there was no trade union involvement in agreeing the new policy and its implimentation?

ValHaller

maddymoo71 wrote: »

but on information given before Bradford factor came into force it says absence before 1st July would be recorded and a counselling meeting given ! surely I cannot be marked before the system was in place ?

I don't think that the problem is so much with calculating the scores - they can be calculated for any 12 month period for which records are available. Which is not something I could get bothered about

The real issue is the policies applied for various trigger levels - which will vary from company to company. So for example (ignoring how Bradford scores are actually calculated), you are 3 months into the new scheme and you already have 35 days off over the previous year. But the first level for action is 5 days off. Are they going to deal with you according to 5 days off or 35 days off? Are they going to trigger on the 35 days even if you have had no time off over the time they have told you the Bradford scores are being applied.

Please don't get lost in the Bradford scores themselves. It is the policies triggered by the scores which matter.

ILW

maddymoo71 wrote: »

but on information given before Bradford factor came into force it says absence before 1st July would be recorded and a counselling meeting given ! surely I cannot be marked before the system was in place ?

Would you record of absences had been different if they had started the scheme a year ago?

maddymoo71

had it started from July 2013 I would have 15 points for having 3 continous weeks with a sicknote for a pulled muscle.
They have taken it from January I had 5 days with sinusitis and 2 days with D&V before July so this makes 198 points including the 3 weeks the trigger is 99 but my letter says in "normal circumstances" I would have a verbal warning ! I went back earlier than I should have with my pulled muscle as not getting paid and still suffering am now terrified of having any time off.