I agree with Anne on this it was a gut feeling - so sorry what is she
trying to do to help the situation
disability advisors and organisations such as remploy and shaw trust
attempt to rehabilitate someone with deep issues such as this with a
daily work routine - what was found out at pre-employment - did the
employee have support in place to support her issue and to assist
with adjustments ? - 54 occasions of absence is Guinness Book of
records and not acceptable even if the employer is large as they are
effectively carrying someone not capable of managing the role
regards
steph
On 28 Nov 2011, at 18:07, sharon naylor wrote:
> Blimey Anne`s very cynical today!
>
> In addition to my previous comment - I think this kind of case
> sends everyone a bit confused, its a very taboo subject, horrible,
> no one really
> wants to deal with such issues (or even think about them) and its a
> bit like kicking a puppy to actually point out the facts. I am
> somewhat amazed in such a short space of time
> (bearing in mind how little time she has spent in the workplace)
> that so much is known about her.
> Most people I know with such histories would have to have the
> thumbscrews applied before they "came clean" about their past. Foe
> every one person who is
> citing such issues as a rationale for absence etc there will be
> half a dozen that are just getting on with it . I`m not being
> unsympathetic - but I do think that maybe this is a case for some
> tough love
>
> One of the things I do know is - people with histories like this
> can sometimes find it very difficult to take any responsibility
> because they believe they havent any power, the archetypal victim
> who in their own way is being fairly manipulative and aggressive
> (google drama triangle). You have to be a very confident person to
> say in such circumstances "yep I know all that but tell me again
> why you`re not coming to work?". If she`s young she needs to stop
> this and stop this now in order to have a bright future, otherwise
> this cycle will continue ad infinitum, with the victim status being
> even more firmly implanted every time she feels she has been hard
> done by.Not good for anyone - its like NOT confronting someone who
> is often worse for wear for drink at work, or letting people behave
> badly beacuse they have "problems, not good for anyone in the end
>
> > Date: Mon, 28 Nov 2011 17:42:37 +0000
> > From: [log in to unmask]
> > Subject: Re: [OCC-HEALTH] OH OR MANAGEMENT ISSUE
> > To: [log in to unmask]
> >
> > Ooh what a complex case, AKA - a management nightmare! I smell a
> rat - she
> > has had almost 11 weeks off sick over a four and a half month
> contract - so
> > she is away from work more than she is in work. Had this been one
> period of
> > long term absence associated with a hospital admission it would be a
> > different issue. -it is also repeated short term non-attendance.
> Significant
> > health problems tend to be periods of long term sickness. The
> Bradford
> > Factor is 5400, one long term absence would be a factor of 54 so
> that degree
> > of non-attendance should focus management action.
> >
> > Did the employer not take up references and does her current
> attendance
> > pattern mirror that in her previous post??? If refs were taken up
> I wonder
> > why she was offered the post in the first place.
> >
> > 1.I am making an assumption that her illness could be covered by the
> > Equality Act. Has the employer has put in place suitable and
> sufficient
> > support mechanisms - if so what more can they reasonably be
> expected to do.
> > Are the requirements of her current post adversely impacting on
> her health -
> > would it be reasonable to make further modifications
> >
> > 3. Is she still within a probationary period?
> >
> > Now shoot me down in flames and call me hard nosed - but if I
> were her
> > manager and I had done everything which was reasonable to support
> her then I
> > would go down the disciplinary route following appropriate
> policies and
> > procedures of course. Her non-attendance is likely to impact on
> both the
> > business and her co-workers. She can't claim unfair dismissal
> until she has
> > been employed for a year - the manager shouldn't let it get to
> that stage.
> >
> > Bet this is public sector!!
> > Anne
> >
> > Anne Harriss
> > Course Director
> > LONDON SOUTH BANK UNIVERSITY
> >
> >
> >
> >
> > On 28/11/2011 15:48, "Shelly Watson" <[log in to unmask]> wrote:
> >
> > > Dear List
> > >
> > > I am hoping I could pick your brains on the below case:
> > >
> > > We had a lady who started work in July 2011 and hass had 54 (in
> 10 seperate
> > > occassions) days of sickness already. Her preemployment
> indicated that her
> > > condition would result in above average absence and require
> support. HR put
> > > adjustments in place and gave side by side support to help her
> as much as
> > > possible. I have today received a referral from manager who has
> concerns over
> > > poor attendance and the impact it is having on her perfomance
> and ability to
> > > carry out her role. This employee has a history of depression
> since the age
> > > of 14, has IBS which is stress related and sufferes extreme
> anxiety, low self
> > > esteem and a general disregard for men due to significant
> family hisytory of
> > > peadophilia and rape.
> > >
> > > As always your comments and contributions would be highly
> appreciated
> > >
> > > Shelly
> > >
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