Bradford formula scoring

skadupuk

You have no right to be told who did the scoring, but it really isn't relevant who did it, as the result would be the same whoever scored you. It is a set formula so is not subjective.

ohreally

lottie006 wrote: »

my original question was can a ask who scored me on the Bradford formula as my company has said no

Yes you can ask, your request will be ignored though.

Why isn't "scoring" being conducted by HR and or line manager though?

force_ten

the bradford factor or the bradford formula is a set formula and nobody does the scoring, one absence of 28 days will have a low bradford factor score that should not trigger hit any HR targets

have you had any other days sick during the last 52 weeks as this will affect your bradford factor score

I think somebody is feeding you a load of waffle about team members scoring you

cr1mson

The Bradford formula is simply B = S squared times D where S is the number of spells of absence and D number of days. In your case that would be 1 squared times 28 which would be 28. This is low and it is irrelevant who calculated it as should be the same whoever did it.

asajj

lottie006 wrote: »

Poppy my original question was can a ask who scored me on the Bradford formula as my company has said no

Well if you are unfairly dismissed from work due to absence, then that is something else.

You won't learn who scored it if there are people indeed scoring. Think it that way, if you are out of your mind, you might wanna go and harm those people.

You should be able to appeal against it if it was due to work accident.

https://forums.moneysavingexpert.com/discussion/2532451

ohreally

lottie006 wrote: »

But have been told l am being made redundant and they have used the Bradford formula to score with ie sickness.

lottie006 wrote: »

My absence from work was due to a accident at work which resulted me having one absence of 4 weeks certificate sickness.

From information supplied, I would be contesting this is not sickness but an industrial accident and this should be treated entirely separate from normal sickness absence reporting.

Takeaway_Addict

ohreally wrote: »

From information supplied, I would be contesting this is not sickness but an industrial accident and this should be treated entirely separate from normal sickness absence reporting.

I agree this is a reasonable request but is there any legal reasoning behind it?

ohreally

Takeaway_Addict wrote: »

I agree this is a reasonable request but is there any legal reasoning behind it?

No, however this is no excuse for the employer not having their thoughts focused on the situation.

PHYTHIAN

Is that the only criteria they used? If it is then you may well grounds to appeal. I had the unfortunate task of making people redundant but did it as fairly as I could and drew up a list of about 15 criteria including sickness, disciplinary record, future potential, past performance.

This is from the ACAS site and may also be worth looking into. I think your employer should have ignored the absence period if it was caused by an accident at work.

<LI class=ListParagraph>If you're using absence as a selection criterion, avoid taking into account pregnancy and disability-related absences, or absence resulting from injury at work, as this could also be deemed discriminatory.

Gingernutty

When you're being made redundant, sickness should be one of a number of criteria used.

Do you mean that if it hadn't been for your Bradford Score, you're redundancy score would have been too low to get rid of you?

Or do you mean, you're being made redundant on the Bradford Score alone?

Are you being made redundant or are you being dismissed on the grounds of ill health?