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  • Employment - Attendance procedure
    Attendance procedureOur attendance procedure provides a process for dealing with genuine but persistent short-term sickness absence. It's not suitable for long-term incapacity cases.ApplicationA dismissal due to persistent short-term sickness absence could either be due to conduct, capability or some other substantial reason (SOSR). You should use our Disciplinary Procedure where there's evidence that the employee's sickness absence isn't genuine or where there's any other suspected misconduct relating to sickness...
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  • Employment - Dismissal due to unsatisfactory attendance
    Dismissal due to unsatisfactory attendanceWhen you want to implement a dismissal on the ground of unsatisfactory attendance levels, use our dismissal letter. This is the final sanction under our attendance procedure.Potentially fair dismissal reasonIf you dismiss an employee due to their poor attendance record caused by their recurring short-term sickness absences, rather than due to their health itself, your potentially fair reason for dismissal is likely to be some other substantial reason (SOSR) and not capability....
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  • Employment - Warning/final warning of unsatisfactory attendance
    Warning/final warning of unsatisfactory attendanceFollowing an absence management meeting, if you want to formally warn the employee about their unsatisfactory attendance, use our warning letter. It can also be adapted for use as a final warning.Fair warningThe warning should set out the employee's unsatisfactory sickness absence record and what improvements in their attendance levels are required (making sure you're setting realistic targets), provide a reasonable timescale for improvement, advise them that...
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  • Employment - Notice of absence management meeting
    Notice of absence management meetingIt's potentially fair to dismiss an employee because of an unsatisfactory attendance record caused by persistent but genuine short-term sickness absences, provided a proper procedure is followed which is fair and reasonable in all the circumstances and you act reasonably in treating the employee's poor attendance as a sufficient reason to dismiss them. Use our letter to kick start the formal process.Potentially fair dismissal reasonWhether the potentially fair reason for dismissal...
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  • Employment - Unauthorised absence policy
    Unauthorised absence policyOur policy statement makes it clear that unauthorised absences will not be tolerated and will be dealt with under the disciplinary procedure. Whilst this may seem obvious, including it in the staff handbook makes the position crystal clear.AwolIt is more common than you might think for employees to simply fail to report for work. Sometimes, you never hear from the employee again. Usually, this is because they have resigned but couldn't be bothered to let you know. Other times, they...
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  • Employment - Unauthorised absence letter
    Unauthorised absence letterIf an employee fails to report for work without explanation and you're unable to make contact with them by telephone, write to them asking them to clarify whether they have resigned and, if not, warning them that unauthorised absence is a serious disciplinary offence. Don't just assume they've resigned and do nothing.Unauthorised absenceIt's not uncommon for employees to simply fail to report for work without providing any reason for their absence. It often happens without any warning...
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  • Employment - Failure to return from holiday letter
    Failure to return from holiday letterIf an employee fails to return from holiday on time and you're unable to make contact with them by telephone to establish what's going on, write asking them to clarify whether or not they have resigned and, if not, warning them that unauthorised absence is a serious disciplinary offence. Unauthorised absenceIt's not uncommon for employees to simply fail to report for work without providing any reason for their absence. This sometimes happens when an employee is due back from...
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