Increasingly, staff who have been asked to attend a disciplinary meeting seem to react by going to their doctor and getting signed off with stress, often for a month or more. In this way, they avoid the issue , whilst continuing to be paid sick pay, often for substantial periods of time.
This creates a feeling of immense frustration among the HR team, but also results in staff perception that wrongdoers are in effect “rewarded” for their behaviour.
Other than holding the disciplinary hearing in the sick member of staff’s absence, is there anything more that can be done?
HW
