1st stage attendance procedure interview.

[whippet]

I have just received a letter from my DOM regarding attendance procedure.

It says that my sick absence record falls below the minimum standards set down in the Attendance Procedure as shown on the attachded sheet (THERE IS NO ATTACHED SHEET ) and that he is considering if it is appropriate to issue me with a 1st Stage Warning. But before he makes his decision he would like me to attend an interview.

I had my return to work interview on my first day back and it has taken 9 days for this letter to be given to me.

The last time I was off sick was 2yrs and 7months ago . Can any one tell me why this letter has been issued, and is there anything I can do about it?

Many thanks in advance.

[fishtank]

I had my return to work interview on my first day back and it has taken 9 days for this letter to be given to me.

The last time I was off sick was 2yrs and 7months ago . Can any one tell me why this letter has been issued, and is there anything I can do about it?
.

9 days is pretty good for RM these days.
I assume it's been issued because you've triggered a stage 1.
As you haven't been off before this for over 2 years i also take it you were sick for more than 14 days.
That'll trigger it.

[whippet]

9 days is pretty good for RM these days.
I assume it's been issued because you've triggered a stage 1.
As you haven't been off before this for over 2 years i also take it you were sick for more than 14 days.
That'll trigger it.

I was off for 14 days, no more .

[fishtank]

I was off for 14 days, no more .

2. MINIMUM NATIONAL ATTENDANCE STANDARDS - EMPLOYEES NOT ON TRIAL

Employees who have successfully completed their trial period are still required to maintain a high standard of attendance. Attendance may be regarded as warranting formal action if an employee who is not on trial has:

Stage 1: 4 absences or 14 days in a 12 month period

Stage 2: 2 absences or 10 days in any 6 month period during the next 12 months

Stage 3: 2 absences or 10 days in any 6 month period during the next 12 months

[whippet]

But I've had 14 days off in a 31 month period .

And here's me thinking I was doing well for time off sick .

I may as well play the system, get more time off and trigger no stages

[fishtank]

Your rep should use your good overall attendance as a mitigating circumstance.
Your rep should also use the fact that it is only one period of sick absence as a mitigating circumstance.
Your rep should also use the fact that you have only just breached the guidelines as a mitigating circumstance.
Once your rep has put forward your mitigating circumstances...they will be ignored and the stage will be issued mechanistically...because that's how the system works according to management.

[whippet]

Thanks fishtank, will let you know the outcome.

[clashcityrocker]

Once your rep has put forward your mitigating circumstances...they will be ignored and the stage will be issued mechanistically...because that's how the system works according to management.

That's how the system works because the lowest level of management have been told to use the Attendance Procedure as an extension of the Conduct Code by their superiors.
It is possible that at the top they still believe we have civilised discussions about "mitigating circumstances".

[clewsy01]

Once your rep has put forward your mitigating circumstances...they will be ignored and the stage will be issued mechanistically...because that's how the system works according to management.

yep thats what will happen. I was 2 days away from dropping my stage and then I pulled my Achilles doing extra delivery a few weeks ago, had only one day off and guess what.... stage two issued, after a 45 min interview with the union and the screw. gutted but that's managers for you, i think they love the power trip they get by giving them out., I am gutted as i wanted to transfer back home to Manchester from the north east and now got to wait 12 months to even put the form in.

past history dosent even count now with mangers. they just say, well, you failed the standard. it don't matter why but that's all they look at. Our manager is now giving stages for AOD even though the union are fighting them, but the response is, it will be reconsidered at stage 3 level!!!

so yes to the OP i am sorry but they will give you the stage and sadly they will probably be proud to do it as well.

[tomangoe]

I thought the CWU and Royal Mail were re-negotiating the attendance procedure after the deal of the century - so what's happening? Dingo or anyone care to enlighten us or do we have to wait until every senior opg who's full time has been sacked one way or the other ?

[youwot!!!!!]

Once your rep has put forward your mitigating circumstances...they will be ignored and the stage will be issued mechanistically...because that's how the system works according to management.

That's how the system works because the lowest level of management have been told to use the Attendance Procedure as an extension of the Conduct Code by their superiors.
It is possible that at the top they still believe we have civilised discussions about "mitigating circumstances".

mitigating circumstances will only count if a manager triggers the system and they let them off with it.

[coxie]

This will teach you a very valuable lesson..... Play the system, you don't get a pat on the back for being honest with your sick, treat is as extra holiday

[ndg1]

what if no return work interview has taken place , before the stage interview.?

[TrueBlueTerrier]

what if no return work interview has taken place , before the stage interview.?

Fishtank posted on this before at http://www.royalmailchat.co.uk/communit ... de#p392640" onclick="window.open(this.href);return false;

can you fight a frist stage warning ? if they have failed to give you a back to work interview ?

Although you cannot appeal the decision to apply a stage warning you can appeal the procedure that got you there in the first place however......

3. RETURN TO WORK DISCUSSIONS

When someone returns to work from absence the line manager must aim as soon as possible to speak privately and out of earshot of others with the person in a non-threatening and supportive way outside formal procedures with the following objectives:
 to acknowledge the employee’s return and show it is valued
 for the employee to air any concerns
 to see if any help is needed and provide direction to encourage regular attendance
 to ensure absence is appropriately certified

As you can see from the guidance contained in the Official Attendance Procedure the RTW does not have to follow a formal interview process so if a manager slides over to you,asks you how you are and gets you to fill in a self-cert(if required)...he has basically ticked the boxes on the RTW...which makes it a very weak point to appeal on.