Page 26 - Thomas Franks Handbook

5. ABSENCE FROM WORK
The matter will then follow a consultation process involving meetings and home visits if appropriate, in order to help to decide your capability to carryout your duties or assist you to return to work within a reasonable period of time. The full circumstances of your situation will be taken into account and those with serious illnesses or disability will be treated with empathy and due consideration in line with our company policies.
Whilst the company will endeavour to hold jobs open for colleagues during a period of long term absence, this will not always be possible. In the event that you are unable to return to work within a reasonable period, your employment may ultimately be terminated on grounds of ill health.
5.12 If Absence Procedures are Abused
At Thomas Franks we bestow a duty on all our people to take personal responsibility for their actions and to be fair to each other. Absence puts an extra strain on everyone which is why it is important that problems should be dealt with fairly and expediently. Therefore, if absence becomes a problem, the following remedial actions will usually apply:
• Failure to comply with the absence reporting procedure will be treated as PROGRESSIVE MISCONDUCT.
• Failure to provide a satisfactory explanation for your absence will be treated as PROGRESSIVE MISCONDUCT or serious misconduct depending on the circumstances.
• Persistent / Repeated short term absence will be treated as PROGRESSIVE MISCONDUCT or a capability issue following the same process.
• False statements on self certification forms will be treated as SERIOUS MISCONDUCT. GROSS MISCONDUCT will apply in exceptional circumstances particularly if payments are involved.
• Failure to return to work after an extended period of absence, without adequate explanation will be treated as SERIOUS MISCONDUCT or in certain cases as GROSS MISCONDUCT.
• Unauthorised absence will usually be treated as SERIOUS MISCONDUCT but where false statements have been made and where payments are involved the matter may be treated as GROSS MISCONDUCT.
26