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Employer and time off - I’M REALLY FED UP
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<blockquote data-quote="DCUKMod" data-source="post: 1976792" data-attributes="member: 345386"><p>It can happen, but unless the employee's contract states he would be employed, such as your friend/colleague/acquaintance, an employer is not obliged to retain them.</p><p></p><p>My old employer, for longstanding employees (longstanding was defined by the date of their employment), also retained employees until they died, retired or recovered. This cost was covered by an insured arrangement, but it is an arrangement which is very rare.</p><p></p><p>People with disabilities can expect their employers to make reasonable adjustments to accommodate them, but reasonable applies to both employer and employee.</p><p></p><p>The documents that are important to [USER=123183]@robotears[/USER] are his employment contract, his employer's policy for managing absences, ideally a copy of the sickness record they hold for him, plus the documentation sent and received between both parts, as those will be the official records.</p><p></p><p>ACAS are certainly very useful, but I don't believe they will offer legal advice, other than as a general rule. For truly personalised advice either a union, if availabel, or a solicitor are the way forward.</p><p></p><p>I do hope all turns out well for you [USER=123183]@robotears[/USER] , but these things can be convoluted and take a long time to resolve.</p></blockquote><p></p>
[QUOTE="DCUKMod, post: 1976792, member: 345386"] It can happen, but unless the employee's contract states he would be employed, such as your friend/colleague/acquaintance, an employer is not obliged to retain them. My old employer, for longstanding employees (longstanding was defined by the date of their employment), also retained employees until they died, retired or recovered. This cost was covered by an insured arrangement, but it is an arrangement which is very rare. People with disabilities can expect their employers to make reasonable adjustments to accommodate them, but reasonable applies to both employer and employee. The documents that are important to [USER=123183]@robotears[/USER] are his employment contract, his employer's policy for managing absences, ideally a copy of the sickness record they hold for him, plus the documentation sent and received between both parts, as those will be the official records. ACAS are certainly very useful, but I don't believe they will offer legal advice, other than as a general rule. For truly personalised advice either a union, if availabel, or a solicitor are the way forward. I do hope all turns out well for you [USER=123183]@robotears[/USER] , but these things can be convoluted and take a long time to resolve. [/QUOTE]
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