Employee Disciplinary

JCS1

I work in finance, you going to ask family member to sign confidentially agreement about the work that is going to be discussed?

nicechap

Takeaway_Addict wrote: »

You can't legally retire people anymore, that got removed about 10 years ago

Thank you, my bad.

From Age UK website, this situation might fall into one of the allowed forcible retirement categories but given the process to go through I'd opt for giving notice - OP needs to protect their business investment before its too late.

https://www.ageuk.org.uk/information-advice/work-learning/retirement/retirement-age/

theoretica

RPO101 wrote: »

Also, thing is, she does not think she has any memory problems, she rationalises that moving the business back in August is the reason for her errors.

But the doctors have said she is suffering with depression and anxiety

I don't think it is an employer's business to push for their idea of a diagnosis when the employee doesn't accept it, and the employee's doctor has diagnosed something else.

ohreally

Can you suspend pending investigation while seeking accountable advice and refer to an occupational health provider to enable a route to assessing cognitive situation - its entirely possible she hasn't consulted her GP re dementia diagnosis.

NeilCr

OP

While again reiterating that you should get legal advice you may like to have a look at this for general information and moving forward as an employer

http://m.acas.org.uk/media/pdf/9/g/Discipline-and-grievances-Acas-guide.pdf

I'd also add that while the colleagues believe that this lady has dementia the GP has said that she is suffering from depression and anxiety (who knows may have been bought on by her colleagues). You really do need to be careful with this and be sure that you have concrete advice - not rely on what any of us say on an anonymous Internet forum.

Genuineguy03

Just to add though. Whilst the GP recently diagnosed depression and anxiety. Any previous diagnosis for dementia would be unknown to employer. The known to family, even employee might have forgot if she has dementia if said condition had worsen to such a point.

Masomnia

nicechap wrote: »

Get onto your local NFSP rep asap. You are personally liable for losses to Post Office Ltd and if losses continue you will lose your contract for services. And if its found during an unannounced audit, you'll lose it straight away.

Stop confusing matters, Retire her, its the simplest option or give her notice. Either way is cheaper than losing your business.

Forget about disciplinary or capability or making adjustments.

Please tell me this is a joke?

Casey1709

:rotfl:

Genuineguy03 wrote: »

Just to add though. Whilst the GP recently diagnosed depression and anxiety. Any previous diagnosis for dementia would be unknown to employer. The known to family, even employee might have forgot if she has dementia if said condition had worsen to such a point.

Still cracking those jokes I see.

Genuineguy03

@casey

Actually. I was being serious there.

How's the wine tonight?

Les79

Genuineguy03 wrote: »

So it'd bang out of order to invite them to bring a family member with them to an "informal" chat to express your concerns to them informally.

That's like saying its bang out of order to invite the employee to a "formal" disclipinary where they may be accompanied by a fellow worker where the discussion may involve mental health issues too.

Hypocritical much!

In no way did I suggest the OP invite a family member by direct invitation to a family member. I suggested they invite the employee and..... In the sane paragraph I stated "but do not

Sorry, but I'm not seeing your point in relation to OP's case here...


To quote OP:


"I discussed privately her health regarding this matter."


So it sounds like the "informal" chat has already taken place and they are now talking about the "formal" process.


Also, if you push an employee a bit too much you'll find that their response to an "informal" chat with a "family member" is for them to instead propose that a union rep attends. Which puts the manager a bit on the back foot, especially one who makes a post on a site like this (some level of doubt).


I think this is panning out to be a "seek professional/legal advice" thread. Not sure that you, or anyone else, can help under our remit.