Keep reading What Happened Next when HR Zone member Fiona Fritz suspected an employee’s sickness claim was nothing more than a bad case of sloth.
Was the outcome satisfactory for all parties?
Not really – if the disciplinary had been carried out on the original date the issue would have been clear cut and the result beyond doubt. Unfortunately the passage of time has clouded the issue, and people’s memories have faded enough to cast doubt on the conclusion.
How to deal with this grievance – advice offered by members:
- Sandra Beale urges vigilant monitoring of the situation – and written records to prove it.
Other articles in the What Happened Next series
- Drug Dealing: Putting a lid on employee pill popping
- Dealing with smelly staff: How to handle an employee that smells like a rubbish dump
- Should a grievance be lodged? Dealing with a bullying boss
- Stubbing out smoking: How can you make employees kick the habit?
- Getting management buy-in: How to persuade senior management that your strategies work
- Anyone been to clown school?: Fresh ways to motivate staff
Related Any Answers posts:
- Dubious sickies: Shop those skivers!
- Firing due to long term sickness: Can you be fired because you’re too ill to work?
- Holiday whilst on sick leave: Suffering from depression, can I go on holiday?
- M.E.: Managing M.E. related absence
Anything to add? Please post your comments below.
