can an employee be disciplined whilst on sick leave?

justanopinion

The easiest way to do it is simply send her a letter dismissing her for performance and paying any notice pay owed. Kidney infection is not protected, so no come back on that. Hope he is not paying her for this illness in the meantime and put her on SSP - though I would be tempted to deny that as you have no docs!

jobbingmusician

Tiddlywinks wrote: »

How many women working for a small business in the Nottingham area will have been off sick for 8 weeks with a kidney infection, have submitted their fit note via photo, are being disciplined for going over budget after only 2 months and has emptied her ex BF's account?

Not many I'd guess.

As a board guide you should know how many millions of members MSE has... You should be encouraging people not to share such details surely.

jobbingmusician wrote: »

........ We cannot tell how much the information has been anonymised..........

Where does it say the business is in Nottingham? If you rely on the location published in the signature, you must have an entertaining map of the world - a significant number of members who complete this information live in completely mythical places!

far2812

well all I can say tiddlywinks is that if the person in question has read this thread then it might have been wise for you to offer sound advice rather than focussing on the unnecessary. I often post on here as there is such an array of good advice that is usually given.


I have named no names, not mentioned any area or named a company. so maybe you could post answers to the original question rather than diverting the purpose of this thread.


I can assure you that my partner would and does always check with his solicitor before doing anything which would have legal implications. however I was just curious as to the helpful advice which is normally offered on the mse forum.


thanks justanopinion for the great advice.

specialboy

Has she really overspent her budget or has she run off with the cash?

justanopinion

Be wary checking with solicitors for general HR dismissal and procedures. The ones I know are great for redundancy and TUPE, but not the day-to-day HR processes. (Sure yours is fine, but wanted to put it out there!)


I had a client who did this and when I saw the documentation I was horrified. He had given them an invite for a disciplinary hearing without giving them the right to be accompanied or confirmation of what the outcome may be. He'd also negated to tell the client he had to do an investigation before just moving straight to dismissal!


As the police have contacted your OH about a fraud issue, I would make sure any access she had is checked and any passwords changed. I would also send the letter to her first thing tomorrow morning. Hopefully your contracts have a PILON clause, so you would just terminate her employment effective tomorrow due to performance and pay her notice. Don't forget whilst off sick she is still accruing holiday and this needs to be paid out.

Takeaway_Addict

specialboy wrote: »

Has she really overspent her budget or has she run off with the cash?

My thoughts exactly...false invoices I would suspect!

zaax

Bit silly giving her so much money to play with out checks. Call the police and consider her as resigned.
But contact her doctor to make sure she is not in Hospital (or worse)

tomtontom

zaax wrote: »

Bit silly giving her so much money to play with out checks. Call the police and consider her as resigned.
But contact her doctor to make sure she is not in Hospital (or worse)

Her doctor could not tell the employer if the lady was in hospital (or worse).