Adam Posted January 15, 2018 Share Posted January 15, 2018 43 minutes ago, Honest_Man#1 said: If what he's said is 100% true, then should have nothing to worry about as you'd win a tribunal fairly easily. Whether that is the case or not who knows. Absolutely. Not a snowball's chance in hell will she get sacked if, as Philpy has said, is all factually correct. It's incredibly difficult for an employer to sack someone based on any absences which they have had, especially so in the public sector. She must have ripped the utter c**t out of the absences, or not followed the correct procedure for it to have got to this stage. 0 Quote Link to comment Share on other sites More sharing options...
Honest_Man#1 Posted January 15, 2018 Share Posted January 15, 2018 19 minutes ago, Adam said: Absolutely. Not a snowball's chance in hell will she get sacked if, as Philpy has said, is all factually correct. It's incredibly difficult for an employer to sack someone based on any absences which they have had, especially so in the public sector. She must have ripped the utter c**t out of the absences, or not followed the correct procedure for it to have got to this stage. Not saying this is the case with philpy, but unfortunately you quite often hear people coming out with similar stories about how disgraceful it is that a business are looking to get rid of someone because they've been off ill, only to then find out later on that they've been utterly ripping the piss and have been found out. Of course if it's legitimate then they absolutely should not be able to sack someone for something that's out of their control, but unfortunately there are plenty of chancers who make people (including me) sceptical of claims like this. Feel bad particularly for small businesses that can genuinely get crippled if they get someone on a big wage off for a significant time and are then unable to afford to replace them. -1 Quote Link to comment Share on other sites More sharing options...
MEADOWXI Posted January 15, 2018 Share Posted January 15, 2018 SKY - phoned this morning as no TV signal, think the wind must have moved the dish on Sunday. Earliest they can get an engineer to me is Thursday 1st Feb, but they will be good enough not to charge me while I have no TV signal. 0 Quote Link to comment Share on other sites More sharing options...
Myko Posted January 15, 2018 Share Posted January 15, 2018 p***k sat facing me in the train station car park with his full beam on. Flashed at him a few times but he was so engrossed in his phone he never noticed. BMW driver, needless to say......... 0 Quote Link to comment Share on other sites More sharing options...
Shandon Par Posted January 15, 2018 Share Posted January 15, 2018 2 hours ago, MEADOWXI said: SKY - phoned this morning as no TV signal, think the wind must have moved the dish on Sunday. Earliest they can get an engineer to me is Thursday 1st Feb, but they will be good enough not to charge me while I have no TV signal. Get up and give it a wiggle. What could go wrong? 1 Quote Link to comment Share on other sites More sharing options...
MEADOWXI Posted January 15, 2018 Share Posted January 15, 2018 Get up and give it a wiggle. What could go wrong? 3rd Floor flat....Sky engineer had to wear climbing gear and be roped up to climb out skylight in attic to fit it......Death would be guaranteed 0 Quote Link to comment Share on other sites More sharing options...
philpy Posted January 15, 2018 Share Posted January 15, 2018 Absolutely. Not a snowball's chance in hell will she get sacked if, as Philpy has said, is all factually correct. It's incredibly difficult for an employer to sack someone based on any absences which they have had, especially so in the public sector. She must have ripped the utter c**t out of the absences, or not followed the correct procedure for it to have got to this stage. She's always followed the correct procedures. Regular updates, phone calls, returns to work etc. There were days before her operations where she was almost crippled with pain, but she hauled herself into work, because she'd heard that other employees in other care homes through the council had suffered a similar fate to what could happen to her. We've spoken at length about it tonight, and she's decided that she's going to get in touch with a few agencies and get her CV into a good few places as well. We don't have the financial clout to go down the tribunal route, in terms of lawyers and stuff. We think the best thing to do is to look for alternative employment and get out of the council. 0 Quote Link to comment Share on other sites More sharing options...
Zen Archer (Raconteur) Posted January 15, 2018 Share Posted January 15, 2018 1 minute ago, philpy said: 4 hours ago, Adam said: Absolutely. Not a snowball's chance in hell will she get sacked if, as Philpy has said, is all factually correct. It's incredibly difficult for an employer to sack someone based on any absences which they have had, especially so in the public sector. She must have ripped the utter c**t out of the absences, or not followed the correct procedure for it to have got to this stage. She's always followed the correct procedures. Regular updates, phone calls, returns to work etc. There were days before her operations where she was almost crippled with pain, but she hauled herself into work, because she'd heard that other employees in other care homes through the council had suffered a similar fate to what could happen to her. We've spoken at length about it tonight, and she's decided that she's going to get in touch with a few agencies and get her CV into a good few places as well. We don't have the financial clout to go down the tribunal route, in terms of lawyers and stuff. We think the best thing to do is to look for alternative employment and get out of the council. If she's in a union they do this for you. 0 Quote Link to comment Share on other sites More sharing options...
Sergeant Wilson Posted January 15, 2018 Share Posted January 15, 2018 4 hours ago, Adam said: Absolutely. Not a snowball's chance in hell will she get sacked if, as Philpy has said, is all factually correct. It's incredibly difficult for an employer to sack someone based on any absences which they have had, especially so in the public sector. She must have ripped the utter c**t out of the absences, or not followed the correct procedure for it to have got to this stage. I'm a bit out of practice on HR issues, but besides adhering to procedure about reporting absence etc, there are other issues that might be involved. Dismissal will never say "because you were sick". It'll be due to inefficiency. You are given a period to improve, if you are absent during that time, you could be dismissed or the period extended If your sick during the extension, it could be curtains. There might be a possibility of medical retirement though. If someone wins a tribunal it's usually because the employer didn't follow procedure. 0 Quote Link to comment Share on other sites More sharing options...
Sergeant Wilson Posted January 15, 2018 Share Posted January 15, 2018 6 minutes ago, philpy said: 4 hours ago, Adam said: Absolutely. Not a snowball's chance in hell will she get sacked if, as Philpy has said, is all factually correct. It's incredibly difficult for an employer to sack someone based on any absences which they have had, especially so in the public sector. She must have ripped the utter c**t out of the absences, or not followed the correct procedure for it to have got to this stage. She's always followed the correct procedures. Regular updates, phone calls, returns to work etc. There were days before her operations where she was almost crippled with pain, but she hauled herself into work, because she'd heard that other employees in other care homes through the council had suffered a similar fate to what could happen to her. We've spoken at length about it tonight, and she's decided that she's going to get in touch with a few agencies and get her CV into a good few places as well. We don't have the financial clout to go down the tribunal route, in terms of lawyers and stuff. We think the best thing to do is to look for alternative employment and get out of the council. If she's in a union she should get free legal advice, it comes as standard in most memberships. 0 Quote Link to comment Share on other sites More sharing options...
welshbairn Posted January 15, 2018 Share Posted January 15, 2018 9 minutes ago, philpy said: 4 hours ago, Adam said: Absolutely. Not a snowball's chance in hell will she get sacked if, as Philpy has said, is all factually correct. It's incredibly difficult for an employer to sack someone based on any absences which they have had, especially so in the public sector. She must have ripped the utter c**t out of the absences, or not followed the correct procedure for it to have got to this stage. She's always followed the correct procedures. Regular updates, phone calls, returns to work etc. There were days before her operations where she was almost crippled with pain, but she hauled herself into work, because she'd heard that other employees in other care homes through the council had suffered a similar fate to what could happen to her. We've spoken at length about it tonight, and she's decided that she's going to get in touch with a few agencies and get her CV into a good few places as well. We don't have the financial clout to go down the tribunal route, in terms of lawyers and stuff. We think the best thing to do is to look for alternative employment and get out of the council. 0 Quote Link to comment Share on other sites More sharing options...
Adam Posted January 15, 2018 Share Posted January 15, 2018 Correct procedure for all public bodies regarding absence is meeting one, where they discuss what can be improved, and then given a specific timescale as to when it has to be completed by. If not adhered to by the employee, it goes to stage two. Once again, a specific timescale is applied to the issue. If this is not met by the employee, then it goes to stage three, which can result in dismissal. I’ve worked for public bodies for years and I have only ever seen a couple of people dismissed for attendance, and it was mostly youngsters who called in sick on numerous Mondays after a weekend on the lash. 1 Quote Link to comment Share on other sites More sharing options...
NJ2 Posted January 15, 2018 Share Posted January 15, 2018 She's always followed the correct procedures. Regular updates, phone calls, returns to work etc. There were days before her operations where she was almost crippled with pain, but she hauled herself into work, because she'd heard that other employees in other care homes through the council had suffered a similar fate to what could happen to her. We've spoken at length about it tonight, and she's decided that she's going to get in touch with a few agencies and get her CV into a good few places as well. We don't have the financial clout to go down the tribunal route, in terms of lawyers and stuff. We think the best thing to do is to look for alternative employment and get out of the council. Assuming there’s no union, she should speak to HR at work - they’re supposed to impartial. Citizens advice will be able to offer help as well (and obviously it’s free). Worth looking in to it by the sounds of it. Completely understand the viewpoint of just get the CV out there and find something else though. Best of luck either way, sounds like some real shoddy treatment. 0 Quote Link to comment Share on other sites More sharing options...
DA Baracus Posted January 15, 2018 Share Posted January 15, 2018 (edited) There's a guy on University Challenge just now wearing an abysmal shirt and a multi coloured bow in his hair. He looks like a monumental tit. @Shandon Par, where did you go to university..? Edited January 15, 2018 by DA Baracus 0 Quote Link to comment Share on other sites More sharing options...
Guest Moomintroll Posted January 15, 2018 Share Posted January 15, 2018 Post operative recovery should not be factored in to any absences for disciplinary purposes. The company I work for have a very strict policy that results in quite a few dismissals but even they realise they cant count that toward the total. 0 Quote Link to comment Share on other sites More sharing options...
DA Baracus Posted January 15, 2018 Share Posted January 15, 2018 (edited) On the plus side it has generated some amusing comments on Twitter, with this being my favourite; https://mobile.twitter.com/Oirisheye/status/953002631118688256/photo/1 Edited January 15, 2018 by DA Baracus 0 Quote Link to comment Share on other sites More sharing options...
Zen Archer (Raconteur) Posted January 15, 2018 Share Posted January 15, 2018 0 Quote Link to comment Share on other sites More sharing options...
Sergeant Wilson Posted January 15, 2018 Share Posted January 15, 2018 9 minutes ago, Moomintroll said: Post operative recovery should not be factored in to any absences for disciplinary purposes. The company I work for have a very strict policy that results in quite a few dismissals but even they realise they cant count that toward the total. It's not a disciplinary issue though. 0 Quote Link to comment Share on other sites More sharing options...
anotherchance Posted January 15, 2018 Share Posted January 15, 2018 If someone wins a tribunal it's usually because the employer didn't follow procedure. This is the case in my experience also, albeit in the private sector.Sickness and policies can be fucking brutal though. A wellbeing system based upon fear of recrimination should have no place in the workplace, there’s other ways to catch out folk who take the piss without draconian blanket policies being implemented across the board. 0 Quote Link to comment Share on other sites More sharing options...
supermik Posted January 15, 2018 Share Posted January 15, 2018 7 minutes ago, Zen Archer said: Here you go Zen. For you, only £13.42 at gamiss.com. Thank me later. 0 Quote Link to comment Share on other sites More sharing options...
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