Two days pay docked - advice, please

midvillain · Post by **midvillain** » 25 Apr 2018, 18:39

We've recently had an issue where one of our staff had to leave work suddenly due to an escalation to ongoing problems with a family member. He told another employee he was going, but didn't inform a manager directly. He was sent a text telling him he HAD to return to work the next day, which he was unable to do, and when he got his pay slip, he found he had been docked two days pay. Do they have the right to do this?

joewyan · Post by **joewyan** » 25 Apr 2018, 20:41

If he has not contacted the manager properly themselves then it will probably be treated as unauthorised absence and therefore would be unpaid.

Post by **aiden01** » 25 Apr 2018, 21:58

midvillain wrote:We've recently had an issue where one of our staff had to leave work suddenly due to an escalation to ongoing problems with a family member. He told another employee he was going, but didn't inform a manager directly. He was sent a text telling him he HAD to return to work the next day, which he was unable to do, and when he got his pay slip, he found he had been docked two days pay. Do they have the right to do this?

I'm sure they would have the right if said employee had not contacted office if not on the day but at least the next day.

tommyrep · Post by **tommyrep** » 25 Apr 2018, 22:11

Yes, you never followed procedure.

midvillain · Post by **midvillain** » 25 Apr 2018, 22:31

Thanks, feared that would be the case

rehabron · Post by **rehabron** » 26 Apr 2018, 06:44

midvillain wrote:We've recently had an issue where one of our staff had to leave work suddenly due to an escalation to ongoing problems with a family member. He told another employee he was going, but didn't inform a manager directly. He was sent a text telling him he HAD to return to work the next day, which he was unable to do, and when he got his pay slip, he found he had been docked two days pay. Do they have the right to do this?

Ok it would have been better if he had spoken to his manager directly that he had to leave due to a domestic emergency but I am assuming that he informed another employee to inform his manager on his behalf.
Whether this employee did mot wish to speak to his manager and run the risk of being refused to leave is debateable.
During the course of the day surely this manager must have realised that the mail that this employee was due to take out had not moved and could have made contact to the employees mobile phone to find out the reasom as he had sent the employee a text that he had to return to work the next day.
The manager has a duty of care to perform and more than likely been informed of the circumstances surrounding his exit prior to sending this text message.
If employee had gone the right way about it and informed his manager of the emergency then this would have been covered by special leave paid or unpaid to be decided.
Day 1 of absence was definately unauthorised but Day2 is argueable and union rep needs to be contacted to investigate the circumstances surrounding communications between the manager and the employee after employee was in receipt of the text message.
Has manager attempted to chat with employee by phone to get his departure from the office cleared up or feels that his action of a text is sufficient.
Could manager have done more to assist employee with the predicament he was in?

midvillain · Post by **midvillain** » 30 Apr 2018, 19:30

I think they could've done more to put something in place for him. He has had ongoing issues for some time. We'll just have to work on it, and make effort to get his pay back.

Thanks

Post by **summersunshine** » 11 May 2020, 17:08

Hi all,

My elderly parent terminally ill, lives alone and I am only relative living nearby. I have informed the office last year of the situation, and arranged to hold back holidays from previous years for cover...had to take two weeks late last year due to hospitalisation from fall...couple of days few months ago then last month middle of night call out from Careline to attend a fall...phoned the office as soon as they were open next morning to advise I wouldn't be in...kept them updated of my intended return the following day...next payday, they docked me one day pay?? Should they have spoken to me first to give me the choice of pay back time ( I'm part time) unpaid or holiday??
My hubby ( USDAW REP) reckons yes...also it should not be classed as sick leave in future?
Anyone clarify what the policy is please?

deltaforce · Post by **deltaforce** » 11 May 2020, 21:56

There are special leave categories that your absence could have been placed under some with pay some without. Dom should have known that.

Post by **summersunshine** » 13 May 2020, 09:49

Thanks for that...yes hubby went on the policies online...reckons should have been classed as emergency leave, and support offered going forward, and discuss paid or unpaid. Not as the manager stated... that I wasn't paid due to having been off before, as each instance should be dealt with seperately to deal with the immediate emergency...

Ah well...after 44 years service, not a day off sick for the first 25 years...this lady is for turning!! Finish on time now...undelivered goes right back to office...no overtime?? No delivery! Mental health issues being the new black

Post by **POSTMAN** » 20 May 2020, 17:22

summersunshine wrote:Hi all,

My elderly parent terminally ill, lives alone and I am only relative living nearby. I have informed the office last year of the situation, and arranged to hold back holidays from previous years for cover...had to take two weeks late last year due to hospitalisation from fall...couple of days few months ago then last month middle of night call out from Careline to attend a fall...phoned the office as soon as they were open next morning to advise I wouldn't be in...kept them updated of my intended return the following day...next payday, they docked me one day pay?? Should they have spoken to me first to give me the choice of pay back time ( I'm part time) unpaid or holiday??
My hubby ( USDAW REP) reckons yes...also it should not be classed as sick leave in future?
Anyone clarify what the policy is please?

Long-term care for a dependant:
It can be hard balancing work and caring for a dependant who is ill or unable to look after themselves.
In these circumstances you should speak to your manager, who can help you explore your options. These may include alternative shift patterns or a flexible working
arrangement. In longer term situations, unpaid leave of up to six months or a career break of up to two years can be arranged.
https://www.royalmailchat.co.uk/mrm/Tim ... ummary.pdf" onclick="window.open(this.href);return false;