STAGE 1

Post by **holly123** » 14 Feb 2016, 21:30

Hi , i've been asked if you can refuse to sign an attendance review 1 if you feel its wrong, or can you put a grievance in against manager if you feel they have just issued it as a standard procedure I could not give them an answer, just after your thoughts thanks,

IcanthelpthewayIam · Post by **IcanthelpthewayIam** » 14 Feb 2016, 21:41

You can refuse to sign it. makes absolutely no difference if it's signed or not

as for grievance yes you can put one in but very hard to win this as issuing it as a standard procedure is allowed,

Post by **aiden01** » 21 Feb 2016, 17:40

Should a stage 1 be issued if someone who had 3 months off due to a serious injury but not given a stage due to said injury. Then 11 months later have 1 day off due to a tummy bug. BTW no sick days in between. Sorry can,t disclose nature of injury but was quite serious.

k979aaa · Post by **k979aaa** » 21 Feb 2016, 17:56

holly123 wrote:Hi , i've been asked if you can refuse to sign an attendance review 1 if you feel its wrong, or can you put a grievance in against manager if you feel they have just issued it as a standard procedure I could not give them an answer, just after your thoughts thanks,

As my rep said to me write your reasons why you disagree it above where you sign it then sign it below all these things go towards an RTU and may mitigate the likelihood of a dismissal as you can not appeal a stage warning.

Post by **TrueBlueTerrier** » 21 Feb 2016, 18:02

aiden01 wrote:Should a stage 1 be issued if someone who had 3 months off due to a serious injury but not given a stage due to said injury. Then 11 months later have 1 day off due to a tummy bug. BTW no sick days in between. Sorry can,t disclose nature of injury but was quite serious.

Should it on a moral basis - probably not in most cases.

Should it on a procedural case - perhaps - its at the discretion of the issuing manager, but yes they can.

Post by **aiden01** » 21 Feb 2016, 18:23

TrueBlueTerrier wrote:
aiden01 wrote:Should a stage 1 be issued if someone who had 3 months off due to a serious injury but not given a stage due to said injury. Then 11 months later have 1 day off due to a tummy bug. BTW no sick days in between. Sorry can,t disclose nature of injury but was quite serious.
Should it on a moral basis - probably not in most cases.

Should it on a procedural case - perhaps - its at the discretion of the issuing manager, but yes they can.

thanks tbt just think its immoral myself

Post by **TrueBlueTerrier** » 21 Feb 2016, 18:31

I agree with you entireley, it's an over aggressive use of the procedure and one that makes no sense unless there is a bonus culture in RM. Oh, Wait....

Post by **aiden01** » 21 Feb 2016, 23:05

TrueBlueTerrier wrote:I agree with you entireley, it's an over aggressive use of the procedure and one that makes no sense unless there is a bonus culture in RM. Oh, Wait....

Lol colleague has meeting tomorrow will update asap.

Post by **aiden01** » 21 Feb 2016, 23:16

aiden01 wrote:
TrueBlueTerrier wrote:I agree with you entireley, it's an over aggressive use of the procedure and one that makes no sense unless there is a bonus culture in RM. Oh, Wait....
Lol colleague has meeting tomorrow will update asap.

just to ask as well we have been told anyone who is on DDA will be automatically issued with a stage and it will only be reviewed if it it gets to stage 3. surely this can,t be right.

Post by **TrueBlueTerrier** » 22 Feb 2016, 14:06

In theory its possible but as it goes against the agreement that Equality Act (replaced the DDA), then I would expect all stage 3's with relevant individuals would be recinded.

Also to comply they can't just say that EA absences are no longer discounted, as far as I know they have to inform affected staff that future absences may not be discounted by letter. Again if they haven't then a stage 3 will be thrown out.

• Absences arising from disability will
normally be discounted when deciding
whether the standards have been met.
Such absences will still be discussed at
the welcome back meeting
In some circumstances where it is
justifiable to do so, the manager may
count the absence. Further details can
be found in the Managing Absence and
Disability Guide

Where the manager may be considering if the
disability related absence should be considered
as part of the formal attendance process, the
manager should seek advice first from the HR
Advice Centre.
In deciding whether to count a disability
related absence towards the formal attendance
process, the manager should have:
• Reviewed all relevant Occupational Health
Service reports and considered whether it
is appropriate to seek further advice from
the Occupational Health Service.
Having sought advice from Occupational Health
Service and HR Advice Centre and where it
is justified to do so e.g. an employee’s disability
related absences reach an unacceptable level,
the manager should advise them in writing
that any future absences may be counted.
The employee should receive written notice
in advance.
Periods of absence that are discounted should
still be recorded and reviewed, and details of
any conversations retained.
If the absence is not related to the employee’s
disability, and it is being considered as part of
a formal review the manager should explain
to the employee that that particular absence
is being counted and why.

Post by **aiden01** » 22 Feb 2016, 15:31

thanks tbt

Post by **aiden01** » 22 Feb 2016, 20:10

aiden01 wrote:
TrueBlueTerrier wrote:
aiden01 wrote:Should a stage 1 be issued if someone who had 3 months off due to a serious injury but not given a stage due to said injury. Then 11 months later have 1 day off due to a tummy bug. BTW no sick days in between. Sorry can,t disclose nature of injury but was quite serious.
Should it on a moral basis - probably not in most cases.

Should it on a procedural case - perhaps - its at the discretion of the issuing manager, but yes they can.
thanks tbt just think its immoral myself

Stage not issued:Very Happy