Any suggestions?
My employer has a sickness and absenteeism policy that does not link periods of absence to potential disciplinary action.
Speaking to group members, this is unusual. Could the community please give me some ideas on how you have achieved this, e.g. how many days sickness is permitted before disciplinary policy kicks in.
Examples of policies would be very useful to help me understand the wording of your policies.
Thanks in advance for any suggestions.
Regards
Gordon
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Replies
Hi Gordon,
I have experienced various practices to be honest, some work some don't. The main one I struggled with was in one company we had 15 days sickness permitted per year, and staff felt this was a benefit and I was frequently asked "How many days sick have I got left?" and it would show that certain people wanted to make sure they had used them by the end of the year.
Where I work now, we have a policy which states four occasions of sickness or frequent trending sickness absences i.e. each Monday or Friday, this would trigger initial discussions potentially leading to disciplinary.
If your company is registered with any Chamber of Commerce and Industry, they have a HR Forum where you can access all sorts of documents and policies. Alternatively, like Sarah says ACAS are very good and sites such as HR Inform, XPertHR etc.
Regards
Debbie
Hi Gordon
I used to work at EON and their review thresholds for triggering a capability review were as follows: (this was some time ago so it may have changed since!)
- 3 part or full day absences or more within a rolling six month period
- 5 part or full day absences or more within a rolling 12 month period
- Aggregate of 10 complete calendar days or more absence during a rolling 12 months
- Continuous absences of 14 complete calendar days or more (long term sickness)
Do you have access to HR Inform they have some good absence policies on there, alternatively ACAS have a good step by step guide here for managers
http://www.acas.org.uk/index.aspx?articleid=4199
Regards
Sarah