Page 20 - Bretland Group Employee Handbook Dec 2019 v.1

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 Senior Manager for the duration of your illness.
In the case of ongoing sickness or illness you must telephone a Senior 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 Disciplinary matters related to sick leave
Disciplinary proceedings will be carried out against an employee who makes a false statement
regarding their sickness or who fails to provide the required documentary proof of illness.

The Company may request to send a representative to meet an employee on sick leave away from
Company premises at a mutually agreeable time.

It is the responsibility of each employee to report any injury or feeling of illness at work. The Accident
Report Form is available in each and every Company premise for this purpose. Every employee is
personally responsible for ensuring that the accident or feeling of illness is logged.
Any injury, illness or condition which is likely to be aggravated by tasks an employee is asked to do
should be made known in advance by the employee.

Failure to notify the Company in advance of a condition likely to harm an employee or others is gross
misconduct and will be dealt with under the disciplinary procedure.

Failure to disclose prior to employment (or during the probationary period including an extended
probationary period) an injury or illness likely to be aggravated by work, will be grounds for
summary dismissal.

2.12.15 Access to medical records by Company doctor
It is a condition of your employment that the Company doctor has access to the medical records of an
employee for the verification of work-related matters only. This will apply during employment and for
so long after termination as is necessary to deal with work related matters. Written permission will be
sought from an employee in advance stating the work-related purpose for which the information is
sought.

Work related matters may include but are not limited to;

− Establishing a reason for and duration of any absence
− Estimating the likelihood and timing of an employee’s return to work
− Establishing what treatment is or is not being prescribed that may corroborate any employee
claim in a disciplinary or health and safety matter.

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