Page 43 - Jurys Employee Handbook 2018 final version 12.4.18

Employee Handbook

from your Doctor or attend a Doctor of the Company’s choice to certify your
fitness to resume duties.

You must report any contagious or infectious diseases. These include gastro-
enteritis, food poisoning, any form of illness resulting in diarrhoea or
vomiting, any specific conditions such as septic cut or boil, skin diseases
and ear or throat infections. If you suffer any such upset whilst on
holiday, you must

report this to your manager on your return. You should obtain Doctor’s
clearance before returning to work in some instances. The Company may also
require you to have a medical check for certain food borne diseases. The
above is especially important for employees involved in food handling and you
must ensure that you are symptom free before you return to work
9.3 Absence

It is the Company’s policy to pay statutory sick pay during periods of
absence provided that an employee is eligible and has complied with the
statutory and contractual rules relating to sickness absence and
notification. If you are too ill to attend work, you must contact the Duty
Manager/ Department Head no later than two hours before your rostered start
time. You should advise of the nature of the illness and the likely duration.
If the absence is longer than one day, you must keep in regular contact so
that your Manager is kept informed and know when you are likely to return to
work.

You must phone yourself and not have someone call on your behalf unless it is
impossible for you to make a call. Notification by email or test is not
acceptable. It is your responsibility to ensure that the appropriate member
of management receives the message, or your absence will be considered
unauthorised. When you return to work, you will be asked to attend a return
to work meeting to discuss your absence in line with our Absence policy.
We monitor attendance closely and you could be subject to disciplinary action
if your attendance is not within acceptable levels. If you need help or
support to help you to be able to attend work more consistently, please
arrange a meeting with your Manager to see what we can do to help.

If your level of absence is deemed to be excessive, the Absence policy will
be applied which could result in disciplinary action being taken. This
relates to your inability to fulfil your contract and is not determined by
whether you were genuinely ill. More details will be provided should your
absence levels be of a concern and you will have the opportunity to discuss
this before any disciplinary action is taken.

Absence Policy UK

Absence Policy Ireland

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