Verbal Warning Based On Incorrect Information ??

[Ell-enn]

Hi Mollie, I assume your husband was told in the disciplinary that he had the right to appeal against the decision to issue a verbal warning? I would certainly advise him to appeal. Genuine sickness which is supported by a medical certificate, and especially hospitalisation, should certainly not be counted when considering any disciplinary action for absence.

 

I hear more and more these days of HR and managers enforcing absence policies inappropriately - when considering disciplinary action for absence each case should be investigated on its own merit and dealt with in a fair and "reasonable" manner. It's the word "reasonable" that some employers have difficulty with!! Please let me know if he is going to appeal.

 

Kind Regards

Ell-enn

If I have been helpful please feel free to tip my scales

[Ell-enn]

Did he have anyone with him at the meeting? he should have been advised that he had the right to be accompanied. If possible, he should make sure he has an English speaking colleague or union rep with him at the appeal.

 

What kind of business does he work for?

 

Also, are you able to scan and post the notes from the meeting - you can PM them in the first instance if you'd rather they were private - we can update the post as we go along to let others have the information. When I've seen the notes I can write you some points to take to the appeal meeting if you like.

 

Kind Regards

Ell-enn

If I have been helpful please feel free to tip my scales

[Ell-enn]

Seems harsh to me but I suppose employers need employees at work.

 

Employers do need employees at work... but what they don't need is employees demoralised by unfair treatment when genuinely sick - it has a knock on effect throughout the workforce and usually results in a high turnover of staff.

 

Absence management policies should not be scripts, they need to be applied reasonably and each case treated individually (in an ideal world, of course!)