Well its not perfect but... I have 2 objectives now, 1 for hypo's and 1 "normal" onjective... the Diabetes 1 i am only allowed 3 nighttime hypos in 26 weeks so should be interesting :/ AND they have not taken me off my triggers, so basically 1 more non hypo absence and my job is still screwed but heyho
got a meeting with union rep on tuesday
Did you negotiate and agree the new objective, or was it imposed, without discussion?
Either way, to look on it positively, at least your employer is recognising the need for you to have objectives aligned to your situation. It could now be just a case of negotiating to a position both parties can accept.
I am assuming by "3 nighttime hypos" you mean 3 nighttime hypos, resulting in you being unable to attend work next day? What if you have a severe hypo during the day? Which category of objective does that fall into?
Without going back through the whole thread, when you say, "so basically 1 more non hypo absence and my job is still screwed", was does the screwed part mean? Does this mean you have Occupational Health involved, an independent medical review, or are immediately managed out (Do not pass go. Do not collect £200 styleeeee)? And what term is that over? The same 26 weeks of the first objective, or is that clock already ticking with a date at which it would fall away? What has your non-hypo absence been like in the last couple of years? Do the night time hypos you have had already count towards the "old" objective?
In my experience of managing people at many levels, I have always been in a position to be able to influence these next steps - depending on performance, history, and so on. I have also been able to extend people's sick pay, when extreme circumstances were in play (we wont discuss the impact on budget.........). So, dont under-estimate what your manager may be able to do for you, she he/she be so inclined. Although companies obviously like to stick to their policies - otherwise what's the point in having them - but these things can often be handled sympathetically and discretely.
Do some thinking before you go about what you feel a decent compromise would be. No company is going to completely waive a sickness policy. They have a function to fulfil, and profits to make. Might a decent compromise be to accept both objectives, but to have the absence clock zero-ed, which would effectively wipe out the recent problems? That's only a thought.
Good luck in Tuesday, and let us know how it goes. I was thinking about you the other day, funnily enough.