The personal impact of absence monitoring part 3 - Niall

Meet Niall, Niall has been employed for 18 months and until recently has been a loyal employee with a very good attendance record. 

Recently Niall has had a number of absences (2 occasions in the last 4 months) with the most recent one being last week when he came into work not feeling well (after he had a dodgy dog biscuit at the weekend) and went home.

Later that night, he sent a Facebook message to his manager to say that he is not going to be in work in the morning as he is in A&E.

On Niall’s return to work, he advises that he was diagnosed as having food poisoning.

Key points to remember:

  • Sending employees home (it is their choice and still counts as an absence and should be included when calculating absence triggers)
  • Telephone (in person) is the most appropriate method of reporting absence
  • You should not accept Facebook message, text messages or emails
  • Return to work meetings are essential

Subsequent to all absences you should ensure that you (as a Company):

  1. Issue a self-certification form to be completed
  1. Hold a return to work meeting

During the return to work interview you need to speak to Niall about his change in behavior and the increase in his absences to try and ascertain if there is any underlying reason for these or if there is any support which the company may be able to provide at this time. 

You will need to remind Niall of the Company policy and procedure regarding absences (including absence triggers) and further to going over his absence record, he is close to exceeding an absence trigger and should this occur you would need to review this in line with company policy and procedure.

If you need any help with monitoring rounds or absence management, please get in touch. SAM can help manage absence cases and get staff back to work quickly. 

 


 
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