Proof of Medical Appointments

Posted by Rachel Trowsdale on June 23, 2016 at 9:26am in HR Policy

Good morning everyone

I have just been asked by one of our Line Managers where we stand if we request proof of attendance at a medical appointment and we don't get it. We do not pay our staff for attendance at medical appointments unless under certain circumstances so we can't deduct pay from him.

Does anyone have any suggestions?

Thanks

Rachel

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Replies

Penny Johnson June 26, 2016 at 6:44pm

Have you got a time off work policy or is this in your absence policy/staff handbook etc?
We allow for paid time off for hospital appointments with proof of medical letter. For normal doctor appointments we ask the employee to make the time up.
Penny :)
Rachel Trowsdale June 26, 2016 at 1:24pm

Thanks for your replies. Yes, the Line Manager did not believe the absence was genuine as it was the employees last shift on nights before returning to permanent days. The person in question said he had a hospital appointment so would probably have received a letter. However, since I posted this he actually rang in sick on the day he had requested time off. We can't prove he wasn't ill but it has certainly set alarm bells ringing.
- Penny Johnson > Rachel Trowsdale June 26, 2016 at 6:46pm
  
  Didn't read this but before posting. In return to work can you or the line manager discuss the absence and say 'were you able to attend the hospital appointment', ask how it went. Ask if they need support etc.
Sarah Loates June 25, 2016 at 2:27pm

Hi Rachel

OK so is the request for the proof so that we know the absence from work is genuine? I think this is probably a bit impractical as I think most employees would struggle to obtain proof from a GP they had an appointment? If you paid for the time off I would maybe consider it but personally I think I would scrap the requirement as not really sure what it achieves?

But to answer your question if the requirement for proof was contractual or a rule within the staff handbook then maybe this would be open to a potential misconduct issue, but I think that would be a bit heavy handed but I guess as ever it depends on the context. If you are an organisation with high absence and lots of employees taking time off for appointments this may be your only option.

Not sure if this helps!

All the best

Sarah
Kellie Neilson June 24, 2016 at 7:33pm

I would say that it depends on the circumstances, do you doubt that the employee had an appointment? is he frequently absent? is there a pattern?

I would deal with this in attendance management.

Kellie