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Dismissed - what next
Comments
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In my team of 7, 2 have flexible working arrangements (reflected in their pay and other terms) and if anyone else asked for the same arrangements I would need to say no because I wouldn't be able to accommodate this and meet business needs. Sometimes these things are first come first served I'm afraid and just because one person has been accommodated doesn't mean you are setting a precedent and the whole team can do the same.0
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Personally I find it very worrying that its standard practice now for employers to count sickness as a disciplinary. My sister's work does it, amazon does it, your employer did it. One of my old employers did it. I can understand if someone takes several days off without medical evidence in a short period of time, but 3 times in six months all covered by a sicknote in my view should not have disciplinary procedures.0
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Personally I find it very worrying that its standard practice now for employers to count sickness as a disciplinary. My sister's work does it, amazon does it, your employer did it. One of my old employers did it. I can understand if someone takes several days off without medical evidence in a short period of time, but 3 times in six months all covered by a sicknote in my view should not have disciplinary procedures.
3 times in six months, covered by a sick note suggests it was more than 1 week each time (self cert 7 days)
Whilst I don't know, a sensible guess would be 2 weeks each. 25% of the time was spent off sick0 -
So where is the acceptable and unacceptable limit for you? Four absences, five, ten?Personally I find it very worrying that its standard practice now for employers to count sickness as a disciplinary. My sister's work does it, amazon does it, your employer did it. One of my old employers did it. I can understand if someone takes several days off without medical evidence in a short period of time, but 3 times in six months all covered by a sicknote in my view should not have disciplinary procedures.
Personally for me three in 6 months isn't dismissal but still could be a disciplinary process allowing time for improvement but also allowing for investigation from the employer to see if they can help.Don't trust a forum for advice. Get proper paid advice. Any advice given should always be checked0 -
Wouldn't this be the case for most employers? For it to result in dismissal wouldn't it suggest that its either not the first time someone's sickness record has been looked at, or its not the only issue the employer has with the person?Takeaway_Addict wrote: »Personally for me three in 6 months isn't dismissal but still could be a disciplinary process allowing time for improvement but also allowing for investigation from the employer to see if they can help.0 -
Get that JSA claim in now. You'll get paid until you show them your P45 then they may sanction you depending on the mood of the Job Centre wifey on the day you go in with it.0
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Personally I find it very worrying that its standard practice now for employers to count sickness as a disciplinary. My sister's work does it, amazon does it, your employer did it. One of my old employers did it. I can understand if someone takes several days off without medical evidence in a short period of time, but 3 times in six months all covered by a sicknote in my view should not have disciplinary procedures.
Even the NHS do it.0
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