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policies and procedures on managing staff


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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

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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.

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