A. If an employee’s levels of attendance are to be monitored as an outcome of the formal absence review or disciplinary hearing then the employee should be given an opportunity to improve. A manager should consider any further episodes of sickness absence and the reasons for this at the RTWD. If a manager does continue to have concerns regarding an employee’s levels of attendance then a formal absence review meeting should be arranged. Advice regarding this can be sought from the HR Support & Advice Unit for individual cases.
A. It is best practice to have an independent manager chair the disciplinary hearing who has not been involved in any previous investigations, attendance meetings or disciplinary hearings for the employee. This is to prevent any concerns being raised that the disciplinary chair is biased due to previous involvement.