Advising a member at risk of dismissal for intermittent absence
[ch 7: pages 220-221]Here are some useful issues to consider with the member:
• Does the employer apply its absence procedure consistently, or is it applied more harshly against, for example:
◊ staff with caring responsibilities;
◊ black and minority ethnic staff;
◊ trade union reps;
◊ different groups of workers; or
◊ staff with chronic health problems or disabilities.
• Is the employer applying the absence procedure rigidly, rather than thinking about the circumstances of this individual?
• Are there medical reasons for the absences, and has the employer investigated these properly and provided adequate support and access to occupational health where available?
• What about the individual’s past record? What has changed to cause a sudden deterioration? Is it temporary, for example, caused by difficulties at home because a partner has left?
• Is there a reason to believe things are likely to improve in the near future?
• Has the employer used surveillance evidence? (See page 222).