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Employer and time off - I’M REALLY FED UP
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<blockquote data-quote="Brunneria" data-source="post: 1976603" data-attributes="member: 41816"><p>I strongly suggest that you get a copy of your employer's rules on absence.</p><p>Read them thoroughly before your meeting, and make sure that you understand them.</p><p></p><p>Where I work, everyone (and I do mean EVERYONE) is expected to take routine health appts to doc or nurse as annual leave, or flexi.</p><p>However, all hospital appts, including travel time, is not taken as hol, and the employer swallows the loss.</p><p></p><p>Likewise, EVERYONE is subject to the 1st and 2nd stage absence classifications, and 3 absences within a specified length of time escalates you to 1st stage. Then further absence within a specified length of time will escalate to 2nd stage.</p><p></p><p>These are implemented rigidly, and are as much to protect the employee as the manager and the employer.</p><p></p><p>HOWEVER, within these rigid rules, there is a fair amount of wiggle room, depending on the people and the situation.</p><p></p><p>For example, at my place of work, there would be no point whatsoever kicking off about being put at stage 1 or stage 2. Those are totally non-negotiable. However, once there, there is significant leeway, with recognition of Health and Safety, HR rules, personal health history, medical evidence, and good communication on <strong><em>both </em></strong>sides, to get a good, supportive working arrangement together.</p><p></p><p>As an example, one colleague with significant disabilities and several health issues agreed a personalised plan involving extra equipment, more flexible hours, and a home working schedule for part of the week. All of this was only accessible to him and his managers because he had reached stage 2 and been properly assessed as needing extra support. This package enabled him to stay working significantly longer than he expected, as his health deteriorated.</p></blockquote><p></p>
[QUOTE="Brunneria, post: 1976603, member: 41816"] I strongly suggest that you get a copy of your employer's rules on absence. Read them thoroughly before your meeting, and make sure that you understand them. Where I work, everyone (and I do mean EVERYONE) is expected to take routine health appts to doc or nurse as annual leave, or flexi. However, all hospital appts, including travel time, is not taken as hol, and the employer swallows the loss. Likewise, EVERYONE is subject to the 1st and 2nd stage absence classifications, and 3 absences within a specified length of time escalates you to 1st stage. Then further absence within a specified length of time will escalate to 2nd stage. These are implemented rigidly, and are as much to protect the employee as the manager and the employer. HOWEVER, within these rigid rules, there is a fair amount of wiggle room, depending on the people and the situation. For example, at my place of work, there would be no point whatsoever kicking off about being put at stage 1 or stage 2. Those are totally non-negotiable. However, once there, there is significant leeway, with recognition of Health and Safety, HR rules, personal health history, medical evidence, and good communication on [B][I]both [/I][/B]sides, to get a good, supportive working arrangement together. As an example, one colleague with significant disabilities and several health issues agreed a personalised plan involving extra equipment, more flexible hours, and a home working schedule for part of the week. All of this was only accessible to him and his managers because he had reached stage 2 and been properly assessed as needing extra support. This package enabled him to stay working significantly longer than he expected, as his health deteriorated. [/QUOTE]
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