In fact it was one of these employees levels of absence that prompted us to keeping records at all, it had simply never been an issue before. The time off is odd 1 day here and there rather than several days at a time.
With one, she is off for the slightest thing (sore throat, tummy ache, feeling tense) every month, and will go home from work for small issues too (the type of thing you wouldn’t let your child stay off school for!). Her line manager has discussed it in a ‘chat’ and it’ll improve for 1 month before going back. It has an added awkwardness to resolution in that she is a transitioning transsexual, and will resort to blaming that if she feels she needs to back up her reasons for time off. I realise it can be stressful, but we can’t change that, and she won’t do anything to lessen the stress herself, she has systematically ignored every bit of advice and information she has been given. Support at work by the way has been excellent so there are no issues being created by work.
The other employee has issues with her ‘monthly cycle’ but has had the issues for years and does not seem very keen on getting the matter sorted out. We are trying to be flexible with both people, but its so bad that they are attracting sarcastic and negative comments from other members of staff, and we are beginning to feel as if we’re being played, which is a pity as we have a friendly and trusting working culture.
In place we have a sickness reporting procedure (which both do follow) but do not engage in return to work interviews (partially because need is so low, partially due to diverse locations of employees v time off) What are our options please? Being friendly and supportive (all the things I’ve seen recommended about return to work interviews) about it does not seem to be working and feelings of resentment are no good to any company.
Liz