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daytona0

rjh29992 wrote: »

Be thankful I haven't been sacked? I think if I was sacked for having a total of 15 days off sick due to genuine ongoing illness, which I have hospital discharge notes and doctors notes to prove, would be a pretty strong case for unfair dismissal.

I picked up extra shifts this month as it has been over a month since any 'episodes' and I feel fine, and my workplace is aware of this.

The Bradford factor seems like a pretty flawed scheme, I think it would work well for some, but when it's basically punishing staff who are genuinely ill, as well as encouraging staff with contagious illnesses like flu or stomach bugs to come into work even when sick because they don't want to mess up their bradford factor. Which is pretty bad when you work with vulnerable people.

Been in a management position, albeit not deciding who stayed and went...

Without a disability you would be a prime candidate when deciding who to get rid of first. If no evidence of a disability was provided (ie notifying the employer) or it wasn't obvious (ie you aren't blacking out in work) then what's your defence? You'd have no case.

If evidence was provided then you'd more than likely be supported with something like reduced hours/duties, and potentially managed out.

That, of course, assumes that your employer is the cut-throat type. Not all of them are this bad in fairness!

On the subject of vulnerable people, but I have to raise a moral question. If you are blacking out occasionally, what impact would this have on the people you are supporting if you were to black out on them?