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Type1. Lack of understanding from Employers
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<blockquote data-quote="Brunneria" data-source="post: 1326421" data-attributes="member: 41816"><p>Where I work (big company) everyone is taken on with a probationary period, during which sickness attendance is particularly scrutinised. The managers are required to precisely follow a set procedure, and that sickness attendance is factored in at the end of the probationary period, when it is decided whether to keep the employee, terminate, or extend the probation. This applies to everyone, T1 or not.</p><p></p><p>There is a certain number of sickness days at which that is grounds for extending the probation, and another number that is grounds for not keeping the employee. Discussing making allowances for T1 (or other conditions) would be factored in after those numbers had been hit.</p></blockquote><p></p>
[QUOTE="Brunneria, post: 1326421, member: 41816"] Where I work (big company) everyone is taken on with a probationary period, during which sickness attendance is particularly scrutinised. The managers are required to precisely follow a set procedure, and that sickness attendance is factored in at the end of the probationary period, when it is decided whether to keep the employee, terminate, or extend the probation. This applies to everyone, T1 or not. There is a certain number of sickness days at which that is grounds for extending the probation, and another number that is grounds for not keeping the employee. Discussing making allowances for T1 (or other conditions) would be factored in after those numbers had been hit. [/QUOTE]
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