Jump to content
Home
Forum
Articles
About Us
Tapestry

policies and procedures on managing staff


Guest
 Share

Recommended Posts

Dependant on your case on an individual basis couldn't you use your absence evidence, reasons for absence to see if you have evidence say of it always being Fridays etc and weigh this up to see if it could fall into less serious misconduct? You might not be able to fit it in to it but it could give the member a reality check that this could happen if she is doing it dishonestly. I did a new policy over the summer that broaches the issue but mainly focused on holiday requests etc think I might revisit it! As at present we don't have any staff who do this but seeing others suffer makes me think ! x

Link to comment
Share on other sites

Hi tomy12

I would look at your contracts, as sunnyday mentioned. There should be something in there around sickness. I would also think about including something in your regular supervisions around health, if there are ongoing issues for example. Also , do you complete back to work interviews with staff, as this helps you build up records or history of sickness, as well as record any conversations you have had, any support you have given, or need to give, and any reasonable adjustments that might be needed.

  • Like 2
Link to comment
Share on other sites

Join the conversation

You can post now and register later. If you have an account, sign in now to post with your account.
Note: Your post will require moderator approval before it will be visible.

Guest
Reply to this topic...

×   Pasted as rich text.   Paste as plain text instead

  Only 75 emoji are allowed.

×   Your link has been automatically embedded.   Display as a link instead

×   Your previous content has been restored.   Clear editor

×   You cannot paste images directly. Upload or insert images from URL.

 Share

×
×
  • Create New...

Important Information

We have placed cookies on your device to help make this website better. You can adjust your cookie settings, otherwise we'll assume you're okay to continue. (Privacy Policy)