I have never been asked to do this but I did work for a company where line managers used absence levels as a differentiator when they needed to for bonus purposes. Only so many staff could get them and some always didn't.
Ethically I would be against doing this. What faith or confidence would the employees have coming to see you after that. This is potentially putting you in a very difficult position, I agree Katie.
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Katie Eastwell
Sent: 14 January 2016 13:21
To: [log in to unmask]
Subject: [OCC-HEALTH] attendance related bonuses
My query is regarding a client who considers employees' attendance rates when awarding bonuses. We've been asked to review a list of people who have been off sick for more than 4 weeks last year and asked to mark which absences we believe would fall under the Equality Act. Our comments will have a direct impact on the amount of bonus the employee receives.
Apart from some cases which may be obvious (ie someone absent due to to sugery for cancer) I'm not sure we can give an opinion without a full assessment to assess whether a particular absence was due to a persons disabilty or not (for instance - absence for a broken toe in a person with epilipsy.... this might be due to a seizure or totally unrelated)
Our issue is that the previous OH provider did this for them (not sure how) and I'm wanting to distance us from doing this. Can I ask if any of you have been asked to do anything similar and how you have approached this? Would you agree that this is putting us in a difficult position?
Many thanks.
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