Advice please re sickness policy at work
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Help please in connection with what we think is a disparity in the way sickness is treated at work.
It seems that when colleagues issued with lap tops ring in sick the manager just tells them to work from home, which some have admitted they turn on the laptop but don't do much because they are ill, maybe they do an hour and then try and get rest / sleep.
People who are office based without a laptop have to have proper sick leave and get pay deducted accordingly .
Surely there should be one policy that says you are either sick or you're not irrespective of what equipment you've been issued with? We are a national / international company but only a dozen or so if us work at my branch
The other problem for the 4 office staff is that 3 of us. have physical problems, one is waiting for knee replacements, one has bad hips and I myself have chronic muscle spasms in my back which flares up every year or so. We have to be off longer than we normally would because there is no disabled access and to get into the office you have to go up a long flight of stairs . There are no bathroom facilities either on the floor so we'd have to go back down and up these stairs again. With my tramadol gets me upright and easy access to the office would get me back to work quicker than having to wait until I'm 100% fit to negotiate these stairs. Thus I lose more money.
Do I have any grounds to question these issues when I have a sickness review please
It seems that when colleagues issued with lap tops ring in sick the manager just tells them to work from home, which some have admitted they turn on the laptop but don't do much because they are ill, maybe they do an hour and then try and get rest / sleep.
People who are office based without a laptop have to have proper sick leave and get pay deducted accordingly .
Surely there should be one policy that says you are either sick or you're not irrespective of what equipment you've been issued with? We are a national / international company but only a dozen or so if us work at my branch
The other problem for the 4 office staff is that 3 of us. have physical problems, one is waiting for knee replacements, one has bad hips and I myself have chronic muscle spasms in my back which flares up every year or so. We have to be off longer than we normally would because there is no disabled access and to get into the office you have to go up a long flight of stairs . There are no bathroom facilities either on the floor so we'd have to go back down and up these stairs again. With my tramadol gets me upright and easy access to the office would get me back to work quicker than having to wait until I'm 100% fit to negotiate these stairs. Thus I lose more money.
Do I have any grounds to question these issues when I have a sickness review please
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Comments
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You are free to question any situation, but whether or not you can force a change in the way sickness is treated is another matter. If a staff member is expected to be working from home but either states they didn't, or it is apparent to management that they didn't, it is as much a disciplinary issue as a sickness / attendance one.0
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That would never happen tbh , the manager hates any personnel related involvement so would just leave them to it. He is well known for treating people differently and the sickness disparity is one example.0
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What does your union think about this? Are you willing to take collective action to change things?
If you search for other threads on similar circumstances you will find that organisations can treat people differently as long as there is no discrimination due to a protected characteristic.
If a manager wants to let people working at home differently from those in an office, they can. The people at the top will be unaware but may eventually notice increased unhappiness/ lower productivity in office based staff due to the differing ways of being treated.Originally Posted by shortcrust
"Contact the Ministry of Fairness....If sufficient evidence of unfairness is discovered you’ll get an apology, a permanent contract with backdated benefits, a ‘Let’s Make it Fair!’ tshirt and mug, and those guilty of unfairness will be sent on a Fairness Awareness course."0 -
The company doesn't allow a work place union. They would be too busy lol .0
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Time to get yourself organised.
https://worksmart.org.uk/work-rights/pay-and-contracts/restrictions/can-my-employer-prevent-me-becoming-member-trade-unionOriginally Posted by shortcrust
"Contact the Ministry of Fairness....If sufficient evidence of unfairness is discovered you’ll get an apology, a permanent contract with backdated benefits, a ‘Let’s Make it Fair!’ tshirt and mug, and those guilty of unfairness will be sent on a Fairness Awareness course."0 -
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