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The formal counselling session will aim to:

• Identify the frequency and reason for the absence and ensure that the employee is aware that the
absence record is giving cause for concern.
• Advise the employee to seek medical attention if there is an underlying medical problem. The company
can request a medical report, if appropriate.
• Inform the employee that the persistent short-term absences are unacceptable and put continued
employment at risk.
• Give due consideration to the employee's personal problems within reason

• Agree a reasonable time period over which the employee's attendance can be assessed,
• Indicate what the next step will be if the employee fails to reach the standard required. These standards
or targets should be specified.
After the counselling session a letter will be drafted confirming the facts, the action to be taken and specifying
what will happen if attendance is not improved. If, after further reviews, it is still not possible for you to achieve
the level of attendance set out, then you may be dismissed on the grounds of incapability. The Company reserves
the right to terminate an employee's employment in the event of repeated short-term absences.

2.12.13 Long-term Sickness Absence
The Company will treat all employees who are seriously ill for a prolonged period of time with sensitivity and
care. Each case will be dealt with individually whilst following company policy.
In the case of prolonged absence due to sickness or injury (i.e. 2 consecutive weeks or more sickness absence in
any 12-month period) the Company reserves the right to ask you to attend the Company doctor and/or to ask
for a medical report from your GP, to advise us on your fitness for work. The results of any such examination
will, of course, be confidential and the Company will meet any cost.

You are required to maintain regular contact with a MANAGER for the duration of your illness. In the case of
ongoing sickness or illness you must telephone a MANAGER every Monday, advising that the absence is going
to continue and your expected return date if known, Medical certificates must also be submitted on a weekly
basis.
The capacity in which an employee can return to work will be discussed with you. If you are capable of returning
to work but not to the same job, the Company will assess, at its discretion, the situation with a view to finding
suitable alternative employment (if any). In some instances, a dismissal due to incapacity with notice will arise.

2.12.14 Attendance during Adverse Weather and Red Weather Alerts
In developing this policy, account was taken of the ‘Be Winter Ready’ booklet produced by the Office of
Emergency Planning and developed in association with other organisations including the Department of
Education & Skills, the RSA, An Garda Siochána, the Health & Safety Authority, and Met Éireann.

RED Weather Warnings are defined as heavy snow or ice accumulations, flooding, hurricane or tornado
damage that can serious impact on employees and effects the normal operations of the Company.
Most adverse weather warning are issued in advance, and adequate time is provided for all employees to take
preventative and corrective measure.
The company will keep itself up to date, with local and national weather forecasters and will advise all its staff
as to its plans regarding what action and procedures must be taken.

Employees will not be paid for days off during periods of Red Weather Alerts, should such a scenario occur. If a
Red Weather Alert is issued during the course of a normal working day, Management reserve the right to

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