Need quick advice on a sensitive employee situation - will try and summarise the salient points!
We are the owners of a small services-based firm, currently 7 employees
One employee has been with us nearly 3 years, really good staff member, really value her - lets call her Anna for the purposes of this post.
Anna has always taken slightly more than usual numbers of sick days (say, 10 a year) and also arrives at work late quite often due to misc illness (another 10 or so times each year), and this is normally on Mondays and either when her active-service boyfriend is home from tours, or after she's been to a weekend away match supporting her football team. Some of these days will be genuine, others not so much - we don't enquiry too much and accept it as the pay-off for an otherwise good and committed team member.
This year she has been diagnosed with an ongoing medical condition requiring regular hospital appointments requiring roughly a half day every fortnight. 11 visits to date this year. She is able to answer some emails on her phone whilst in the waiting room and does so. Under contract, sickpay is at managers discretion and we have always paid it. Hospital appointments of course aren't covered by sick pay, but we have allowed her (without question) to take these appointments in work time and we haven't asked her to make up the time or take any of them as holiday. It is anticipated these appointments will carry on for anther few months at least.
Last week her grandfather was taken seriously ill and she left at Tuesday lunch time, and came back to work on Tuesday, after he sadly died at the weekend - so a total of 4.5 days out of the office. She dealt with some emails on her phone during this time (we didn't ask her to, and obviously it was nice of her to do this), but was obviously at very reduced capacity work-wise compared to being in the office. She has one other person in her department and they were on annual leave at the same time, so it obviously caused a bit of trouble managing with both of them out, but such is life and it was no ones fault.
We don't have a written bereavement policy, and when another employee lost their spouse to cancer this year, we gave them 3.5 weeks (all they wanted) paid and without question. This second bereavement event leave prompted me to draft up a policy, and checking online with other companies, 3 days for a family member (other than a spouse/child/parent) seems the usual amount, so this is where we've drawn the line, but I have said that of course we won't apply this retrospectively to her situation and the 4.5 days taken already will be given as full pay.
She needs a final day off for the funeral, next Friday. I have asked that she takes this day as holiday or unpaid leave. She feels that I am being very unfair and it should be full pay.
What do you think?
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Quick - need advice about an employee situation
22 replies
namelessposter · 21/08/2014 13:27
OP posts:
Sandiacre ·
28/08/2014 17:31
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Message withdrawn at poster's request.
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