Hi
Having just recently joined my company 4 months ago , they currently have in place SSP for absence but full pay at manager discretion . I feel this is open to interpretation and will lead to issues down the line . The company does not want to put full company pay for all absence in their policy and wants to keep the SSP in place .
i'm looking to put some suggestions in place but has anyone else come across this before ?? any advise would be helpful
Many Thanks
Jacqui
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Replies
Where I previously worked they had a similar policy which was to management discretion and although I agree that it is open to interpretation, we never had any issues with it. The management discretion guidelines were generally down to reoccurring illnesses, time off for operations for medical procedures and what they believed under their jurisdiction was a genuine illness.
Where I work now however do have a very clear line which is full company sick pay but don't pay for the first 3 days 'waiting days'. Company sick pay covers any absence due to sickness whether that be a cold, migraine, sick bug or more serious ailment. Anyone who abuses the system I.e reoccurring casual sickness will be managed under the companies absence policy. This at least makes it consistent.
I'd maybe consider if the current policy you have has caused any issues in the past or created any ill feelings/grievances and maybe the size of the business too in relation to the best policy that suits.
What we are currently focussing on is rewarding for a clear absence record within a calendar year which a lot of companies adopt and therefore this reducing the casual sickness percentages.
Just my thoughts...
Regards,Sam
Hi Sam
thanks for your thoughts , we ahve tried to put several policies in place of the current one but none have been approved , they still want managers discretion , but will kepp trying to come up with other options for them . but possibly the reward for clear absence woudl be good
Jacqui