Employer accusing workers of abusing companies sick pay

Masomnia

jobbingmusician wrote: »

And by the way, dismissal is not unfair if the employer acts as a reasonable employer and has a (reasonable) belief that you did something wrong, whether or not you did it. (Assuming they follow their own disciplinary policy and apply it correctly, of course.)

And assuming that dismissal falls within a 'range of reasonable responses', following a fair investigation process.

holow666

Comms69 wrote: »

No it's not. Employers only need a reasonable belief it's true.


Please don't make up the law.

Only reasonable belief it's true - they need to have reason ! So there we go, you should stop playing word game. what if there is no reason to believe it's true, and employer making it up?

holow666

I definitely have a problem to express the things right how they are, as many of the unswers defends any actions by employers. I know 1 thing making false accusations to worker is breach of trust and confidence and you can not state you reasonable believe it if you have no such a reason.
I remember i read somewhere: It's more easy to fool people than to convince them they been fooled.
Brexit is a beautiful example how English mentality is build, if we believe we do it, no matter if we not right, as long as we reasonably believe that's fine

holow666

jobbingmusician wrote: »

The policy doesn't say 'they will treat only one way', though, does it? It says CSP is discretionary, if I have understood this correctly. If something is discretionary, that strongly suggests it will be treated in different ways depending on discretion. Of course it would be sensible of the employees to monitor this discretion to see that the employer is not - knowingly or unknowingly - applying the discretion so that it discriminates against any protected groups.

Discretionary CSP can be anywhere on a spectrum of 'we will deny CSP only if we really think the one employee in 1000 is taking the p' to 'we will give CSP only if someone has a life threatening illness or accident and is admitted to hospital with this'.

And by the way, dismissal is not unfair if the employer acts as a reasonable employer and has a (reasonable) belief that you did something wrong, whether or not you did it. (Assuming they follow their own disciplinary policy and apply it correctly, of course.)

I agree on everything you wrote, so again i see you mentioned word reasonable. So I am trying to say that reason as it self have specific meaning. If there is no reason to believe but you still stating that you reasonably belief. Can reason be clumsy or false?

holow666

Comms69 wrote: »

That's not true. It's just what you hope is true.

Not true that employer false accusations breach trust and confidence?
Or
Not true that if employer acts different with employee based on false accusation is unlawful?

holow666

Honestly i am very happy with all your reply, cause it seems to me some understanding of employment law is missing in me, so again that's why i used this topic, to understand and change my view if possible

holow666

So just coming back to allegation abusing Companies sick pay, so should it be creal reason explaining how it was abused? I read in gov.uk that employer must set requirements of what evidence they request as a proof if worker was not fit to work. At our place employer rejects this, and claims that its employee responsibility to supply the evidence against they allegation, by not explaining the allegation reasons.

BrassicWoman

holow666 wrote: »

So just coming back to allegation abusing Companies sick pay, so should it be creal reason explaining how it was abused? I read in gov.uk that employer must set requirements of what evidence they request as a proof if worker was not fit to work. At our place employer rejects this, and claims that its employee responsibility to supply the evidence against they allegation, by not explaining the allegation reasons.

Do you have a real situation or is this hypothetical? There’s people needing advice not just entertainment.

pelirocco

holow666 wrote: »

So just coming back to allegation abusing Companies sick pay, so should it be creal reason explaining how it was abused? I read in gov.uk that employer must set requirements of what evidence they request as a proof if worker was not fit to work. At our place employer rejects this, and claims that its employee responsibility to supply the evidence against they allegation, by not explaining the allegation reasons.

I am guessing you either pulled a sickie and got found out or you have been taking a lot of sick days

BrassicWoman

https://forums.moneysavingexpert.com/discussion/5939680/do-i-need-gp-sick-note-for-days-off