time limit for " welcome back to work"

[wheresourmoney]

Hi there, can anybody tell me if there is a time limit for your, welcome back to work speech before it becomes null and void.

[rubberbond]

Hi there, can anybody tell me if there is a time limit for your, welcome back to work speech before it becomes null and void.

It doesn't become null and void ,as such,however if they fail to complete the procedure and you ever got as far as a stage 3,it can be used as a mitigating factor. The problem is,they don't do them properly, (nor anything else for that matter). it should be a forum to discuss any issues you may have had ,surrounding your absence. For example,you may have developed a condition that affords you extra protection ,under equality legislation,where they have to make "reasonable adjustments", that's why they are important and not just a box ticking exercise,or going through the motions.

[rehabron]

Hi there, can anybody tell me if there is a time limit for your, welcome back to work speech before it becomes null and void.

It is a BTW interview that should be completed when you go BTW not weeks after the employee has returned. The BTW interview asks the question if you are fully recovered from the condition that caused your absence and as " Rubber Bound" has stated failure to complete this would be a mitigating factor should it result in a stage 3. There is also the question if the BTW has been taken several weeks after the return to work it will be taken as the date that the BTW was held and therefore are stealing weeks should it come to the absence calculation for another formal stage prompt. This would be another arguments to pursue.

[rubberbond]

Isn't it called,a "welcome back meeting" now. Makes you wonder if anyone is welcome back if it takes that long to welcome you back. Should be a brass band and bunting,with cucumber sandwiches and tea and scones (rhymes with stones).

[Mobey]

Don't forget the complimentary handful of rubber bands that are worth 1 pence.

[POSTMAN]

Welcome back meeting
• Following any period of absence, an
informal Welcome Back meeting will be
held between the employee and their
manager, ideally on the first day back
• The purpose of the meeting is to:
– Acknowledge the employee’s return
and show that his or her attendance
is valued
– Enable the employee to air any concerns
and to see if help can be given to
encourage regular attendance
– Discuss the reason for the absence
– Offer any support Royal Mail can provide
– Ensure that the employee is fit for work
– Ensure that the absence is properly
certificated
– Discuss if appropriate whether
re-occurrence of absence is likely
• This discussion should be sympathetic
and supportive
• If it is felt that there is an underlying
health issue which has not been
previously identified, the manager should
consider a referral to the Occupational
Health Service.

NATIONAL ATTENDANCE PROCEDURE 2013

[rehabron]

Isn't it called,a "welcome back meeting" now. Makes you wonder if anyone is welcome back if it takes that long to welcome you back. Should be a brass band and bunting,with cucumber sandwiches and tea and scones (rhymes with stones).

Your right different terminology but same questions.

[wandle]

What would happen, I wonder, if somebody who returned to work didn't get their 'welcome back' chat, and went on to cause an accident in the workplace because the medication they were on caused them to be drowsy, and they - or a colleague - suffered a serious injury? Could their line manager be held partly responsible for the accident, if it could be shown that discussing whether the returnee was taking medication before allowing them into the operational area would have led to their manager assigning them to do other work that didn't involve machinery, thus preventing said accident ?

[TrueBlueTerrier]

What would happen, I wonder, if somebody who returned to work didn't get their 'welcome back' chat, and went on to cause an accident in the workplace because the medication they were on caused them to be drowsy, and they - or a colleague - suffered a serious injury? Could their line manager be held partly responsible for the accident, if it could be shown that discussing whether the returnee was taking medication before allowing them into the operational area would have led to their manager assigning them to do other work that didn't involve machinery, thus preventing said accident ?

My understanding in this specific scenario is that the Doctor prescribing the medication, and the pharmacy when giving it to them, would have instructed the postie that they shouldn't drive. The onus is then on the Postie to inform the Manager as early as possible of the restrictions placed on them by the medication.

The manager may be guilty of not following the process correctly and may have failed in their duty of care. But, in this specific scenario, the majority of the onus and responsibility should be with the driver. They know they shouldn't be driving or operating machinery, yet they continued to do so.

[riverdale]

Was off for 3 months....pestered them to refer me to ATOS...got an agreed back to work plan. No BTW.....Got the absence wiped from my record, for not following procedure.

[WildSandwich]

Should this be an official chat, door shut, Dom talking notes etc or
He works on laptop as asks how you doing?

Got attendance review in couple days due to being off twice in week for same injury, went back too early (trying to be helpful as short staffed, that won't happen again!!)

Is the stage warning at managers discretion or is it a must when the attendance review triggered??

[Creditshampoo]

Stage warning is at managers discretion.
But they tend to issue them anyway, ignoring the official process which will show up if it gets to stage 3 the appeal stage