Colleague malingering

[mizzyme]

My colleagues and myself are very annoyed with a colleague. She is lying to both her GP and my employer by getting sick notes for ‘gallstones’ when she is looking after her grandsons. Her retired husband does nothing around the house. 
 

This colleague and two others were transferred to my current store when their previous store closed 18-20 years ago and at this time, she had her gallbladder and bile duct removed. How can her GP issue sick note for something she can’t produce (gallstones) anymore??
 

This colleague only worked about 6 months out of 15 months.  She only worked a max of two months before she is off again. When she’s at work, she is late for her shifts, never made up the time, made feeble excuses, upset customers and  is a liability.

She is on a final written warning back in Feb. She’s not answering her phone at home (she doesn’t have a mobile) or letters  sent.  Only time we ‘hear’ from her, is when her neighbour hands in another sick note. Colleague lives a few miles from work.

 

If anyone else did the same thing, we would have been dismissed.

 

I think she’s getting SSP as full sick pay lasts 6 months.

 

The two colleagues who worked with her at the previous store did approach the previous store manager who said he can’t do nothing.

 

What do you suggest.

 

We won’t be happy if we see her at work

[Badtimes123]

Hi Mizzy, certainly not my specialty however I've experience managing large teams.

 

The only real thing you can do is approach your manager ( as they are responsible for resources ) regarding the fact the absence is affecting the team as you are a person down, it is up to HR to manage the absence policy and they will be very much aware, there's clearly information you are not privy to as well.

 

As for your other comments relating to the medical history, I would suggest this is none of your business and perhaps you don't know the truth given the fact the GP signs her off based on symptoms. A GP has access to medical records... again this information (why she is off work etc) is none of your business nor should you know any details, what you think you know is simply gossip and hearsay.

 

So really, my suggestion is simply highlight it (without condemning) and get your head down, pick up the slack and show your manager you're a grafter not a whiner

 

I know that's likely not want you want to hear, but I hope it helps you move through this

 

BT

 

 

[stu007]

Hi Mizzy

 

I have to agree with Badtimes123

 

You don't actually know why your colleague is off sick at present as you will not/should not be privy to the sick notes signed by her GP and what they state.

 

You and your colleagues are jumping to a certain conclusion without knowing all the facts which only your Companies HR and her Manager will be privy to not the Employees which you are.

 

How are you aware that this individual is not answering there phone (unless you or other employees are calling them) and not responding to letters from the Employer?

 

As for the two colleagues who worked at her previous store approaching that previous store Manager about this they are lucky that said store Manager did not report that up the chain to take Disciplinary Action against them why as this could be seen as Bullying and Harassment of an Employee that is off sick. So they are lucky as said that Manager hasn't report this matter further.

 

My air of caution for you and the other Employees that seem to have an issue with this specific Employee that is off Sick you need to be really careful in what you are doing as this could be classed as Bullying and Harassment of an Employee especially one that is of Sick and could back fire on you especially if the Employee off Sick becomes aware of what other Employees have been doing and raises it with the Employer.  

 

If you and your colleagues are struggling due to an Employee being off sick then all you can do is raise the matter with your line Manager that you are struggling due to this absence to see what action they take to assist you.

 

 

[mizzyme]

We know that the colleague isn’t responding to any contact as the managers have said so. On the last occasion, her husband answered the phone and manager heard her in the background asking her husband to put the phone down!

 

Why do you think the two colleagues that knew of her gallbladder and bile duct surgery should get disciplined? When each employee has all their sick notes and returning to work interview notes from

the beginning. All it needs is a manager to go through all her notes and notices she can’t produce gallstones. As myself had both gallbladder and bile duct removed. 
 

i don’t think this colleague knows what implications she is causing or what we think of her. As she’s in her own selfish world and she cares for nothing about the team. Whilst we are team players and don’t mind doing certain things. On the very few times she has been in, she contributes to very little.

 

Also another thing she does regularly is to say she needs to visit the loo, when she has been in the canteen (no canteen staff) having a coffee. We have to tannoy her back to the dept. Management have caught her doing this and is on her records. Plus her lateness. Five minutes before her shift should end - remember she never makes up the time she’s late, she constantly moans about who is taking her off. 
 

Every colleague and management are fed up with her antics. The store management’s hands are tied by HR and they understand our frustrations with her.  Even when the manager received the latest sick note, she looked stressed.

[unclebulgaria67]

Sounds like they may soon have their employment cancelled through dismissal process, as they are not able to work. But managers with support of HR have to go through a proper legal process which can take time.

 

They could of course try to come back to work, then go off sick again, but if they have exhausted any rights to sick pay, they would only get paid for days they worked.

 

This situation will be replicated in thousands of companies around the country. Staff in this situation are waiting to be dismissed, as leaving voluntarily may have implications for such things as benefits entitlement.

[Badtimes123]

Agree with uncle. 
 

also you mention her tenure being quite long, it is important that companies follow due process and support employees before dismissal otherwise it can be very costly, I suspect this is the perceived delay you are seeing and perhaps the employee wishes to be ill health retired.

 

Given what you’ve said it shouldn’t be too much longer before something happens

[BazzaS]

2 hours ago, Badtimes123 said:

Given what you’ve said it shouldn’t be too much longer before something happens

 

Not only do I agree with the previous respondents, but also: OP - if you start to interfere with the process, you might

a) complicate, and

b) introduce delay,

to it.

 

Let the process work, don't start meddling!.

[The GodMother]

I feel sorry for you it must be hard knowing what is going on. 

 

Where my Son works there is a guy that is contracted for the same hours as him, 25. After Christmas the guy started to get funny as if my Son got 2 days off work in any week then he would call in sick to get a extra day. Management soon cottoned on and now they are scheduled different 

 

[The GodMother]

What is being done about this employees hours. 

Has a member of staff been brought in on a temp bases or are they being split between the current staff. 

[borisbeaver]

You have an colleague that is on sick leave.  This is something between the employee and the employer. 

 

If it's found that the employee has a long term condition that will affect their return to work, then this is the employers issue.  As previous mentioned, someone can be dismissed for capability if they are no longer to do their job, but this is something that has to go through due process and is usually mutual.

 

If you are finding it difficult to do your job, due to the lack of a resource, then this is something your employer has to deal with.  Yes, they can hire a temp in to cover the absence, but it not down to other employees who are not in the affected employees management structure to get involved with.  Sure, you can raise the issue of not enough staff to do a task due to this absence, but that's about it.