Helping a colleague?

thanks guys

The point being here they have started to just get the finger out and give us all procedures and contracts, they are now dicaplining her against new procedures for old illnesses.

it doesnt help that they promoted her to a new role with no job description so on the odd occasion she has let things slip but no more so than anyone else who doesnt know what thier job is.

She is generally a good lass been here 2.8 yrs longer than me by a fair way, the older girls dont like her beucase when she is off sick she they have to help out, her boss is sadly the MD's PA and she is a witch to put it bluntly.

Boils my blood.

[Sir Trev]

Originally Posted by Mr Speirs

Unless it is gross misconduct in which they can skip directly to the final warning

Not quite. Gross misconduct would be instant dismissal for all but the most daft companies.

Unless your colleague has other things being taken into consideration a justified sickness absence (with Dr letter) is not grounds for dismissal. In fact it's not grounds for disciplinary action at all. At worst it would be a first step - which is commonly a verbal warning as the others have already said.

Have you had a chat with CAB?

[Swin]

normally it would come under Restoring Efficiency, rather than disciplinary at my place (MoD), but should the sick absences be considered excessive they would start monitoring processes, and escalate from there.

How did she get on?

[Stu]

Originally Posted by TazDaz

It is fairly hard to sack people nowadays as you can always do them for unfair dismissal.

But very easy to make them redundant

Originally Posted by fizzwheel

an excuse to shove her out the door with paying her redundancy etc etc

For the sake of £760 max (subject to assumptions) for 2.8 yrs service