sickness<\/a>.<\/p>\nHowever, if you\u2019re frequently absent from work or are absent for a lengthy period, this can damage our efficiency and productivity, and place an additional burden on the rest of the team.<\/p>\n
For that reason, we operate an attendance policy with the aim of striking a reasonable balance between our business needs and your personal needs. The aim of this policy is to encourage reliable attendance so we can run a well-balanced team.<\/p>\n
For the purpose of this policy, all employee absences are counted except for approved holidays, family leave periods, approved compassionate leave, pregnancy-related absences, absences resulting from a workplace accident, and absences related to an employee disability (unless it\u2019s justifiable to include them).<\/p>\n
Application of this policy is completely separate from the disciplinary procedure. It doesn\u2019t mean that you\u2019ve done or are doing anything wrong.<\/p>\n
Attendance Procedure<\/h2>\n Our attendance procedure has three stages. At each stage, there\u2019s a \u2018trigger point\u2019 relating to the amount of time you\u2019ve been absent from work. When you reach a trigger point, the Directors may interview you and, depending on the circumstances, might issue a warning about unsatisfactory attendance.<\/p>\n
Stage one: <\/strong>Stage one is activated when you\u2019ve been absent from work for 10 working days in any 12-month period.<\/p>\nWe\u2019ll hold an attendance review meeting with one of the Directors to discuss the reasons for your poor attendance. If we\u2019re unsatisfied with the outcome of this meeting, we\u2019ll issue a first written warning for unsatisfactory attendance.<\/p>\n
If your level of attendance improves in the following 12 months, you\u2019ll be removed from this procedure.<\/p>\n
Stage two:<\/strong> Stage two is activated if you\u2019re absent from work for 8 working days in the 12-month period following stage one.<\/p>\nWe\u2019ll hold a second attendance review meeting, which could result in a second written warning.<\/p>\n
If your attendance improves during the following 12 months, you\u2019ll drop back to stage one for the next 12 months.<\/p>\n
Stage three:<\/strong> Stage three is a repeat of the second stage \u2013 8 days absence in the 12 months following our second review meeting. This could result in the employee\u2019s dismissal, unless there are exceptional mitigating circumstances.<\/p>\nWe understand that there are sometimes reasons for absence that are beyond your control (for example, compassionate leave). Should this be the case, we\u2019ll still invite you to a meeting to see what\u2019s going on and whether you need any additional support, but we wouldn\u2019t issue a written warning. If you\u2019ve reached stage three, we will take this into consideration before deciding whether you\u2019ll be dismissed.<\/p>\n
We keep a written record of the key points discussed in the meeting and the final outcome, and you\u2019ll have a copy for your records.<\/p>\n
The People Manager, is responsible for implementing and monitoring this policy.<\/p>\n","protected":false},"excerpt":{"rendered":"
In our quest for a happy, healthy team, we encourage all our team members to maximise your attendance at work, whether in the office or working from home. We fully understand that a certain level of absence is inevitable for a variety of reasons, including sickness. However, if you\u2019re frequently absent from work or are […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[19,3],"tags":[],"acf":[],"yoast_head":"\n
Attendance Policy - Wholegrain Granary<\/title>\n \n \n \n \n \n \n \n \n \n \n \n \n \n\t \n\t \n\t \n