I left my job on day 61 and started my own company, enjoying 10 great years in busines.įunny, the sick leave AFTER vacation was the catalyst.I think. In short we had a management hearing about the requested sick leave.we were both management and I lost the hearing and five days of sick leave requested! This meant a week without pay AND they tacked on a disciplinary warning about unexcused absence etc!!!Īt the end of this fiasco (60 days later) it was "common knowledge" that I had slighted some people by not inviting them to the wedding and that the whole year plus of Oaktown's Wedding was waaaaayyy too much for many that I worked with. If your employee has recovered by then, report this as well. If your employee calls in sick, report sick leave and recovery to your company doctor or health and safety service ( arbodienst ). Well first off folks were green with envy that I had a 6 week honeymoon and that I then had the nerve, as they put it, to then be out an additional week after.īefore the wedding I had taken off two full weeeks and TRUTHFULLY, I was present but really "not available" (Bride Brain) for that whole year of planning the wedding. Report sick leave and recovery to the company doctor or health and safety agency. When I did get back to work the week after it was BAD. My supervisor refused to grant me sick leave for the five work days. I had no time for his ridiculous requset. I had a fever and digestive issues and was even too sick to go to my own doctor. I called in and was told by my then supervisor ("dufus") that he had to see me first to VERIFY that I was indeed back in the country! The most important thing as an employer is to learn from events like this: establish a system that enables you to hold information about similar incidents, and regularly look over this to identify any patterns or we got back from our 6 week honeymoon I was really sick. If you have reasonable ground to hold a reasonable belief that the illness was not genuine, then depending on your absence policy you may be able to treat the days off as an unauthorised absence and take disciplinary action against the employee. If the absence was more than 7 days, you should ask for medical evidence, as the employee should provide you with a sick note. Ask them about their illness, symptoms and if they’re feeling better, in order to help you assess if the illness was genuine – and explain to them why the company might not think it was. Unexpected absence If no rumours have been heard but an employee unexpectedly calls in sick on the day of the refused holiday, it’s best to hold a ‘return to work’ interview once they’re back in. Ensure that this process/rule is included in your absence management policy.Warn the employee that if they go off sick or have an unauthorised absence, disciplinary action may be taken against them.Document their holiday request and reasons for refusal. ![]() ![]() Hold an informal meeting to inform them that you’ve become aware of the rumour.If you’ve become aware of the employee’s plans before the day in question, you should take a pre-emptive strike – because knowing that their plans have been discovered is often enough to stop employees from faking a sick day. ![]() ![]() In order to remove additional work stress, you may be tempted to take the easy route by ignoring it and giving them the benefit of the doubt – but that’s not what effective management is about! When rumours reach you. But what can you do about it? Taking action under these circumstances can be difficult, as you may not have any solid evidence – it may be that you’ve just heard some rumours that the employee is going on their holiday anyway. Sooner or later, pretty much every employer will encounter a situation where an employee has requested a holiday which has been refused, only to find that they take the day off as a ‘sickie’ anyway. Contact us today for more information about our Employment Law, Health & Safety, and HR services.Įmployees quite often try to outsmart absence management and holiday policies, and may not be entirely truthful about their time off. Read our article: 'Refused an employee's holiday request only for them to call in sick on the same day?'.
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