Page 18 - O'Kelly Sutton Employee Handbook June 23 Revision 2 2020

2.14.9 Referral to the Company Doctor
The Company will be entitled, at its expense, to require you to be examined by an independent
medical practitioner of the Company's choice at any time (whether or not you are absent by reason
of sickness or injury) and you agree that the doctor carrying out the examination may disclose to and
discuss with the Company the results of the examination.

An employee will always be given at least 48 hours’ notice to attend the company appointed Doctor,

Employees will be asked to inform a MANAGER of any problem with attendance at the appointment.
Failure to notify a MANAGER results in an additional cost to the Company.
2.14.10 On Your Return to Work
Immediately on your return to work from sick leave, you must report to a MANAGER. He or she will
discuss with you the reason for your absence and complete the return to work interview with you.

2.14.11 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.

2.14.12 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 a
MANAGER. After each instance of absenteeism, a MANAGER will conduct a return to work interview
with you. On the third return to work interview in as many months, a 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 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.

2.14.13 Long-term Sickness Absence
The Company will treat all employees who are seriously ill for a prolonged period of time with

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