Page 12 - Phil Reddin Financial Services Ltd DRAFT V1

Employees will be asked to inform their Manager of any problem with attendance at the appointment
as failure to notify your Manager results in an additional cost to the Company.

2.12.10 On Your Return to Work
Immediately on your return to work from sick leave, you must report to Phil Reddin to discuss with
you the reason for your absence and complete the return to work interview with you.
2.12.11 Short-term Persistent Sickness Absence
In cases where you are consistently absent, whether medically certified or not, the Company reserves
the right to initiate disciplinary procedures. This will also apply where your absence shows an
unacceptable pattern or failure to meet contractual obligations i.e. attend work.

2.12.12 Excessive Sickness Absence
Due to possible impacts to your contractual obligations or your capability to carry out your role any
unacceptable pattern or high level of sickness absence will lead to a formal interview with your
Manager. After each instance of absenteeism your Manager will conduct a return to work interview
with you. On the third return to work interview in as many months, your manager will explain to you
that you are now in a formal counselling session. Failure to improve attendance can lead to disciplinary
action being taken.

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 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.

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