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<blockquote data-quote="AndBreathe" data-source="post: 608756" data-attributes="member: 88961"><p><span style="font-size: 12px"></span></p><p><span style="font-size: 12px">I don't necessarily agree that multiple episodes should be dealt with as if one. That merely encourages creating sickness; i.e. employee has migraine/tummy bug or the like, and self-certs a diabetes related issue. I wouldn't expect a diabetic to have almost unlimited sickness leave, without challenge. For the avoidance of doubt, I'm not suggesting this is what the OP would do, just pointing out the potential.</span></p><p><span style="font-size: 12px"></span></p><p>[USER=122475]@Tricky[/USER] - You need to familiarise yourself with the sickness policy. It'll probably be on an intranet site somewhere. For all we know, you may already be well in excess of the usual allowances quoted on there, after all, you do talk about "a fair amount of time off work".</p><p></p><p>As Bev18 suggests, it probably makes a lot of sense to join a union, if you have one available to you, and as Catherine suggests, it could be worthwhile contacting the DUK helpline. Also, ensure you record (in writing) any informal chats you might have with your line manager, and anything you feel may be relevant, even if not relevant to that particular day.</p><p></p><p>On a more general note, should the matter go to a disciplinary, it doesn't necessarily mean the outcome will be against you. It is possible that the outcome could require your line management to make additional allowances for you, or indeed to accommodate a degree of flexible working.</p><p></p><p>The concept of reasonable adjustments will depend on your role, hours, working patterns and so on. Some roles can be comfortably covered utilising flexible working, including working from home, whilst others need the individual to be present in their place of work, between set hours. At employment tribunals reasonableness is at the core of the whole process and decision making.</p><p></p><p>A bit like diabetes itself, but no one size fits all. Good luck.</p><p></p><p>As an add-on, I agree this is more likely to be a conduct than a truly disciplinary matter, but stuck with that to keep things simple.</p></blockquote><p></p>
[QUOTE="AndBreathe, post: 608756, member: 88961"] [SIZE=3] I don't necessarily agree that multiple episodes should be dealt with as if one. That merely encourages creating sickness; i.e. employee has migraine/tummy bug or the like, and self-certs a diabetes related issue. I wouldn't expect a diabetic to have almost unlimited sickness leave, without challenge. For the avoidance of doubt, I'm not suggesting this is what the OP would do, just pointing out the potential. [/SIZE] [USER=122475]@Tricky[/USER] - You need to familiarise yourself with the sickness policy. It'll probably be on an intranet site somewhere. For all we know, you may already be well in excess of the usual allowances quoted on there, after all, you do talk about "a fair amount of time off work". As Bev18 suggests, it probably makes a lot of sense to join a union, if you have one available to you, and as Catherine suggests, it could be worthwhile contacting the DUK helpline. Also, ensure you record (in writing) any informal chats you might have with your line manager, and anything you feel may be relevant, even if not relevant to that particular day. On a more general note, should the matter go to a disciplinary, it doesn't necessarily mean the outcome will be against you. It is possible that the outcome could require your line management to make additional allowances for you, or indeed to accommodate a degree of flexible working. The concept of reasonable adjustments will depend on your role, hours, working patterns and so on. Some roles can be comfortably covered utilising flexible working, including working from home, whilst others need the individual to be present in their place of work, between set hours. At employment tribunals reasonableness is at the core of the whole process and decision making. A bit like diabetes itself, but no one size fits all. Good luck. As an add-on, I agree this is more likely to be a conduct than a truly disciplinary matter, but stuck with that to keep things simple. [/QUOTE]
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