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About thejamman

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  1. Thanks for the replies. Got a meeting with manager and HR tomorrow. Union rep will be with me, I just wanted to be aware of what I could do before I go in. I signed a disclaimer at the beginning of the treatment which may put paid to that. But the fact that they caused the original injury in 2016 should surely have a bearing. It is in the attendance policy that absence from works accidents are removed from any triggers.
  2. Hello folks, I work for an engineering company and 2 years ago I had a works accident which damaged my back. I made a successful injury claim through the employment tribunal system and still suffer considerable pain at times. The company have a Physio service contracted to visit 2 days a week and I attend once every week. I have always had the same physio attending for the past 8 months who has helped greatly and a full log of treatment was kept up to date on their computer system. However a different physio attended 6 weeks ago and could not get access to my treatment log (company wifi faul
  3. Hi all, A friend has been bullied and harassed enough to quit his job after only 9 months. He resigned and I was wondering if he could still take his harassment to an Employment Tribunal or is there a time restraint for length of service. Thanks in advance for any replies.
  4. Hi everyone, A friend of mine is attending a disciplinary hearing tomorrow, she has good evidence of innocence so the content is not the issue. The problem is the MD of the firm is the one who wants her sacked and has carried out the investigation herself ( totally unbiased of course) She has brought in a friend of hers in to do the disciplinary hearing and she doesn't even work for the company. Is this common or unlawful? Thanks in advance people.
  5. The accident was an injury to an ankle following a slip on some grating which had not been cleaned properly. It resulted in an operation after 2 months of sickness. The accident was recorded in the accident log. The company did not carry out an accident investigation, did not report to RIDDOR and did not do review the risk assessment following the accident. Riddor is a legal requirement and the risk assessment is contrary to reg 3. of the Management of Health & Safety at Work Regs.....but is the accident report a legal requirement?
  6. Hello, could someone please tell me, after an accident at work....is an accident investigation a legal requirement.
  7. Me, if I were on a stage 3 with a sore tooth, I'd dose up on painkillers until I could agree annual leave for the appointment, or pay extra for an out of hours private dentist. I totally agree Emmzzi, thats what I would have done. The company allow 5 medical appointments each year within works time, so I would have arranged an emergency appointment at the dentist and utilised one of them. But that absence is not the issue, he would never had been at the third stage if his manager had not ignored the fact that he had full knowledge of a pending operation, which would allow my friend
  8. A friend of mine has just been dismissed from his job due to breaching the attendance policy. The trigger for the first stage is 3 times in a roling 12 months. With that there is a 6 month period with no periods of sickness allowed. If breached you move onto second stage with the same 6 month period. Third stage is the same. Then dismissal. He says the first stage was fair, in that the reasons for sickness were flu, back injury and toothache. But the second which was within the 6 month review period was for an operation on his leg, which was planned with the full knowledge of his supervis
  9. Well the good news is the lump was not cancerous. The reason it took so long was that the two biopsys were inconclusive. I have spoke to our MD today and he has said he was not happy with the way the absence hearing was conducted and he will have a look at it.
  10. I will not know until tomorrow, but thanks for asking. I am still anxious and extremely worried yet my employer still puts me under even more stress. Is it getting nearer to duty of care yet???
  11. There is a six month improvement notice with the first stage and who knows what happens in that time. If I am off even for one day then its onto the second stage. if there is a chance of getting it rescinded then it needs fighting. As far as Im concerned they have set a presedence with allowing someone else to have their operation for a cosmetic reason but denied mine for a cancerous lump.
  12. Thanks for the replies: Our trigger point is 3 occassions in a rolling twelve month period and my absences were for three days, 5 days and two weeks recuperation for the operation. My manager and HR department were kept informed fully that the operation was to remove a cancerous lump on my thyroid and obviously that I was very worried and could not have waited until I was not going to trigger the policy. They fully accepted that I needed to have the operation and at no stage did they warn me that if I had the operation I would be coming back to work facing my first disciplinary hearing in 20
  13. I have just received a first stage warning under my company's sickness/absence policy. I have been absent on three occassions, that is correct. But one of those occassions was when I had to enter hospital for an operation to remove my thyroid gland which had a suspected cancerous growth, biopsy's proved inconclusive. Surely using this period of absence to facilitate this warning means the company are not showing me the duty of care that they are legally obliged to do. What did they expect me to do...wait until February to have this potentially life threatening operation. I am obviously going t
  14. Hi everyone, we have an enhanced redundancy package which was negotiated and signed by the union and MD in 2002 when our factory moved its business. This package was also used in 2004 when a second spate of redundancies were needed. The HR department have been issuing new T&C's with any promotion, but state statutory redundancy only. My question is; if this contract is signed by the individual does it take preference over the collective agreement in place? Or, is the only way they can change this agreement through collective bargaining with the union? The union has not been consulted
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