Page 16 - ORC Employee Handbook Jan19

• 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 Company Director for the duration of your illness.
In the case of ongoing sickness or illness you must telephone a Company Director 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 assess the hazard and risks before issuing an instruction. In this instance you will

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