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Michelle Briggs
Member - 3 posts
Hi,
We run a small telesales call centre and have recently won a new contract, meaning we have had to employ extra staff to meet our client's demand.
One of the new starters (who is just entering their 2nd month of a 3-month probationary period) has been off sick for 10 days so far, in two week-long stints. The 1st week was covered by a doctor’s note, but the 2nd week (which is still ongoing) has apparently been put down to an allergy by their doctor with no sick note given.
We would like to discuss her absence with her as obviously we need her to be in work, and wondered what our options are? As she is still in her probationary period can we give her the last month to improve her attendance or should we extend the probationary period? As her absence has been down to sickness are we able to terminate her contract if her attendance fails to improve?
Thanks for your help.
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Craig Stuart
Member - 106 posts
I would suggest that you extend her probation period by two weeks after first having an informal discussion with her. It is a 'reasonable' response to the absence and fair treatment. You may also want to speak to her about the allergy problem - could it be something at work?
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Tracy Haynes
Member - 5 posts
By extending the probationary period - should this be communicated to the employee in writing as well as verbal and is this fair if the employee is performing over and above requirements?
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Craig Stuart
Member - 106 posts
Yes you're right Tracy (I did not explain that well but I did mean as a result of the discussion). It would be perceived as fair because the employee has not been at work for two weeks of her probationary period, therefore it is reasonable to extend by this amount of time. From a trade union point of view we would accept this as being reasonable steps by the employer and certainly more acceptable than dismissal!
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James Fairchild
Member - 336 posts
To attempt to answer Michelle's final sentance... yes in theory you can dismiss, but you would be advised to get an occupational health consultant to see her, to verify that her illness isn't due to anything that could be considered a disability.
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