Amanda

Hiya I used to be a Store Manager for Boots the Chemist so maybe I could help you a little. Firstly they have to have a disciplinary procedure in place for anyone to be "pulled up" on it. Secondly they are have to be shown to have warned her about her conduct before any formal proceedings can take place. Gross misconduct would warrant pulling her straight in for formal proceedings and that's things like theft, abuse, etc. Anything else which is a misdemeanor must be proved that the Employer has gone above and beyond to warn the employee for their conduct.

What all that means is any absence in the past MUST have a return to work interview. At that interview it is established that the employee is fit to return to work and told about the sickness policy. Once the absence becomes excessive or prolonged they are given a verbal warning. After the verbal warning there is a written warning and then if another absence is made they can be brought up for a formal meeting.

As you can see disciplinary over absence is a very extensive process so no way can an employee pull anyone straight into a formal meeting. They will have a case of harassment/unfair dismissal quicker than you can say Tribunal.

Any more help, let me know!