Draft copy of new sick leave proposal

[POSTMAN]

It's out there apparently,one bit i got was,unconfirmed...

at the stage2 if no sick over 6 months or 1 absence with no more then 4 days then you go back to zero

No more details as of yet.

EDIT: Unagreed draft copy attached.

Sick.odt

Added it in Word format

Sick.doc

[fishtank]

It's out there apparently,one bit i got was,unconfirmed...

at the stage2 if no sick over 6 months or 1 absence with no more then 4 days then you go back to zero

No more details as of yet.

So a stage 2 could effectively last only 6 months if no absences.
That could be good....and complicated if it only applies to stage 2.
You could in theory pick up a stage 1 in Jan...a stage 2 in Feb and be off the procedure completely by Sept whereas if you didn't pick up the stage 2 you would have to wait until the following Jan to be clear.
A bit of a loophole if it's true....

[Martin Walsh]

No it applies to all stages.

[DGP1]

What about them stopping sick pay for whatever little reason they can think of, are they going to do that?

[fishtank]

No it applies to all stages.

Cheers dingo.
It will be interesting to see what measures are put in place to stop abuse.
A month on the sick and only six months to clear it sounds appealing but i can't see Royal Mail putting up with a continuing pattern for long.

[clashcityrocker]

Will it be backdated so that someone who has currently been clean for seven months will be removed from the procedure?

[dvbuk55]

Presumably it's not agreed yet. Though who manages a month on the sick these days without ATOS recommending IHR

[chunk]

i assume "back to zero" means drop to the previous stage if for example your on a second stage .
i would applaud any change to get honest individuals off the discipline ladder.

i cant see rm agreeing to this as they like to use any leverage that they have.

[fishtank]

Back to zero would mean off the attendance procedure altogether as should already be the case with zero absences or (1 absence or 4 days) over a 12 month period.

[POSTMAN]

Unagreed draft copy attached to 1st post.

[chunk]

Open with ?
Word,?Acrobat?
Thanks

[TrueBlueTerrier]

Open with ?
Word,?Acrobat?
Thanks

Open Office - http://www.openoffice.org/download/" onclick="window.open(this.href);return false;

which works with M$ Office, Works and Word, in fact all of the major office suite programs that you pay for and its free as well.

[fishtank]

Informal Review Discussion

Informal review discussions may take place at any time before the formal procedure
where there is concern about an employee’s attendance. Within the formal procedure
the manager may decide it is appropriate to undertake additional informal review
discussions. An employee may ask for such a discussion at any time.

The aim is to make the employee aware of the reason for concern, ensure that the
employee is aware of the attendance standards and identify any steps that the employee
or company may take to help produce an immediate and sustained improvement.

In advising an employee of an imminent informal review discussion, managers will
explain its purpose and give him or her sufficient time to prepare for it, including
consulting their union representative. The manager will provide a copy of the employee’s
attendance record at the meeting.

An informal review discussion might include consideration of:

. The causes, frequency, duration and pattern of absences
. Nature of work, shift system, recent changes to the demands of the job, work
record and length of service
. Significant underlying health issues such as recent return from long term
absence, recent or imminent hospitalisation, or problems at or outside work
. a reminder of the services of the occupational health service and provision of
contact numbers
. action to be taken by the employee or the business including any rehabilitation
measures, which might include retraining
. The prospects of improvement
. A reminder of the attendance standards and potential implications of not meeting
them

The approach to the informal review discussion should be both sympathetic and
supportive, and also clearly focused on achieving improvement and maintaining
standards. The manager and the employee will jointly identify any support measures that
may need to be considered.

[P13]

Informal Review Discussion

Informal review discussions may take place at any time before the formal procedure
where there is concern about an employee’s attendance. Within the formal procedure
the manager may decide it is appropriate to undertake additional informal review
discussions. An employee may ask for such a discussion at any time.

The aim is to make the employee aware of the reason for concern, ensure that the
employee is aware of the attendance standards and identify any steps that the employee
or company may take to help produce an immediate and sustained improvement.

In advising an employee of an imminent informal review discussion, managers will
explain its purpose and give him or her sufficient time to prepare for it, including
consulting their union representative. The manager will provide a copy of the employee’s
attendance record at the meeting.

An informal review discussion might include consideration of:

. The causes, frequency, duration and pattern of absences
. Nature of work, shift system, recent changes to the demands of the job, work
record and length of service
. Significant underlying health issues such as recent return from long term
absence, recent or imminent hospitalisation, or problems at or outside work
. a reminder of the services of the occupational health service and provision of
contact numbers
. action to be taken by the employee or the business including any rehabilitation
measures, which might include retraining
. The prospects of improvement
. A reminder of the attendance standards and potential implications of not meeting
them

The approach to the informal review discussion should be both sympathetic and
supportive, and also clearly focused on achieving improvement and maintaining
standards. The manager and the employee will jointly identify any support measures that
may need to be considered.

Fishtank I hope you are not suggesting our union have negotiated another grey area

[fishtank]

Fishtank I hope you are not suggesting our union have negotiated another grey area

That particular extract would appear to be 50 shades of grey.
Open to abuse is an understatement.