In a 6 month period how many sick days are "acceptable"

[c8bof]

I'm agreeing here with R1Loon, except that we would term the dismissal as being on the ground of capability - essentially though, it works the same as the disciplinary process, assuming that you had gone through a fair and reasonable process of adjustments, warnings, making people aware of the consequences of more absence, etc. However genuine a person's illness is, if they are no longer capable of fulfilling their duties, and you've gone through the process mentioned above, dismissal might well be the last option (dependant on circumstances - re R1Loon's employee who has cancer).

I'm finding this all quite interesting to read, having introduced trigger points for attendance management into my organisation for the first time this week.

[R1 Loon]

c8bof said:

I'm agreeing here with R1Loon, except that we would term the dismissal as being on the ground of capability - essentially though, it works the same as the disciplinary process, assuming that you had gone through a fair and reasonable process of adjustments, warnings, making people aware of the consequences of more absence, etc. However genuine a person's illness is, if they are no longer capable of fulfilling their duties, and you've gone through the process mentioned above, dismissal might well be the last option (dependant on circumstances - re R1Loon's employee who has cancer).

I'm finding this all quite interesting to read, having introduced trigger points for attendance management into my organisation for the first time this week.

I think you're agreeing with me completely then

From my previous post, end of paragraph 2.

R1 Loon said:

If they are unable to carry out the duties for which they were employed then dismissal is fair under capability.

[c8bof]

It would have helped to read the whole paragraph, wouldn't it?

[R1 Loon]

c8bof said:

It would have helped to read the whole paragraph, wouldn't it?

[ATG]

R1 Loon said:

c8bof said:

I'm agreeing here with R1Loon, except that we would term the dismissal as being on the ground of capability - essentially though, it works the same as the disciplinary process, assuming that you had gone through a fair and reasonable process of adjustments, warnings, making people aware of the consequences of more absence, etc. However genuine a person's illness is, if they are no longer capable of fulfilling their duties, and you've gone through the process mentioned above, dismissal might well be the last option (dependant on circumstances - re R1Loon's employee who has cancer).

I'm finding this all quite interesting to read, having introduced trigger points for attendance management into my organisation for the first time this week.

I think you're agreeing with me completely then

From my previous post, end of paragraph 2.

R1 Loon said:

If they are unable to carry out the duties for which they were employed then dismissal is fair under capability.

And you with me, as I said the same thing earlier too.

[mph1977]

robsti said:

He is not taking the piss!
This is the problem when you are in the public sector ,they think that what they are all doing is OK and the NORM because they are getting paid for all these days off!
Just stop paying people for the first 3 days off at a time and you will see how quickly the number of mystery 1 and 2 day "sickles" disappear!

I suspect that the issue is with mistyping " 0930 appt has seen me leaving the Hospital at 2 pm ... " with leavingwork at 2 pm

depending on th speciality in question it is entirely concievable that this is normal, especially if investigations in clinic, imaging and /or blood tests are required ... not every OPA is just to see the Doctor...

there is also the issue as with anything involving healthcare of the unpredictable ...