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Procedure for investigation of sick leave

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  • 06-10-2010 10:42am
    #1
    LegacyUser
    Registered Users Posts: 166,026 ✭✭✭✭


    Hey guys

    I've been working in a company for the past 18 months, I was made permanent early on and I'm doing well. The problem is that I have an ongoing health issue which has resulted in 4 occurences of sick leave this year, of one week each time. After 3 occurences, my manager told me that HR would want it investigated if I missed more time before Christmas. And now, I'm on my fourth so I'm a little worried. I have certs for every time I was off, and I've explained to them that I'm waiting to see a specialist, but it's a long waiting list and could be a few months yet.

    My manager has been sound about it, and we have a very easy going office, but now that there's a new HR manager things have been done more by the book and he has to take these steps. He said we just have to file a report when I get back about what treatment I'm getting etc., but that he doesn't know where HR will take it from there. Apparently it's to make sure they know the full situation and can 'support' me, but I'm worried this is going to be used against me and that I could lose my job :( My job is target driven, but at the same time I'm on track for this month, so I'm hoping that won't be an issue.

    I'm just wondering if any of you have been in a similar situation? And what the outcome was? Or even if any of you know what the standard procedure is? I'm just really worried. I like my job, and I've never had any problems there til now :( It's just so frustrating that all of this is over something I can't control.


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    #2
    bbam
    Closed Accounts Posts: 7,410 ✭✭✭bbam


    I don't think there is a standard procedure..
    In the past I've asked emplyees in similar situations if they have anything which would support their position, appointment cards etc would be typical..

    If you are able to keep up your targets it will be a help in maintaining a good footing in the company...

    This said however many multinationals expect full attendance and anything less, even certified, may affect end of year performance reviews regardless of you hitting targets..


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    #3
    gerrycollins
    Registered Users Posts: 1,799 ✭✭✭gerrycollins


    considering the lenghts of your sick leave I would be investigating if you were still up for the job. if your targets and tasks are up to date then I see you having a reasonable argument against anything they may say.

    however if the rest of the office is out performing their targets and you are only meeting your targets then they may point this out and look less favourably upon it. however I think you have your manager on your side.

    Is your illness something that is going to be recourring all the time or something that will have an eventual cure/fix? sorry to be nosey but it may also strengthen your argument if you can prove you will be "cured" in 3 months time and it will not happen again.


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    #4
    tinnuvial
    Closed Accounts Posts: 56 ✭✭tinnuvial


    Tell them you are going to see a consultant (maybe even get a letter from your GP saying you are waiting for an appointment) because it shows that you are addressing the issue. They just want to make sure its not going to get worse or continue indefinitely.


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