Sickness absence meeting - what is reasonable support for me to ask for?

[MrsPigling]

I've had several short term absences from work due to recurrent utis and 10 days for work related stress. Work have counted this as 5 absences (although I'd argue two of those were actually one as the stress and uti overlapped, but there was a weekend gap in the sick notes). It adds up to 21 days in the last 18 months.

I've been back at work now for over a month and have been 'invited' for an formal initial sickness absence meeting next week. I'm encouraged to take a union rep with me, but haven't heard back from the union yet, and now it's the weekend and I've got all sorts of questions.

The letter says they will discuss the reasons for my absence and how they can support me to improve my attendance. I'm wondering what is reasonable support to ask for?

None of the tasks I'm asked to do are unreasonable as such, it's just the sheer volume of work I'm expected to do. I've asked and been given a copy of my job description and I think about half of what I do isn't on it. I've told my HoD that I can't do everything I'm being asked to do and asked what I can leave, but it's all essential apparently.

Is it my job to come up with solutions at this meeting? I don't want to turn up with a list and whinge, but there is so much wrong I don't know where to start.

not sure that entirely makes sense now I read it back!

they can't do anything to support me re: the utis, but they could help with the work related stress as the things that were making me stressed have got worse not better :( my gp offered to sign me off again yesterday, but as I'd had this letter about being ill too much, I didn't want to make work even
crosser with me :(

You could reasonably expect to be able to reduce tasks you do that are not in your job description. But be careful with 'cover all' phrases in job descriptions that might not be descriptive but cover a multitude of possible tasks you could be asked to do, without naming them individually.

Would doing that remove your work related stress?

I've got that 'any other tasks as directed' bit in the job description, which is ok I think if they're occasional, but not when getting on for half the workload!

The problem is that the extra tasks are essential and I doubt very much that anyone is going to volunteer to do them in addition to their (much higher paid) work.

They did get another member of the support staff in to assist me for a few hours when I was back from sick leave, but she didn't use the personal protective equipment that she should have done, didn't follow instructions and the job wasn't done very well, so I had to redo it anyway. I think it made things worse not better.

If they reduced my work load I would be much less stressed. However the people who are running this meeting are the ones that have added an extra jobs (not on job description naturally!) this week causing extra stress...

thank you FATE for the reply though, it's helped calm me down a bit :)

Before you go into this meeting write down a list of everything that you are repsonsible for in your role. It may take you a while to do but keep adding to it as your remember. Then break it down again highlighting tasks that are done daily monthly and the hours that you would normally spend on these tasks. If you can.
Place an identification mark on this list of tasks that have been added to your job role over your period of employment.
To state that you are suffering from stress because of your workload is fine but to actually present a list puts it into black and white and the persons conducting the meeting will actually see what you are up against.
For support ask to have your workload assessed state that if they are unable to remove any of your duties then request some assistance in being able to manage or organise your workload better as its physically the cause in your opinion that is making you ill.
Don't give up on the union represention phone the area head office and request that they organise support for you thats what you pay your subs for !
Good Luck.

Just to add a thought to it are you too busy to drink as regularly as you should and is that contributing to the number of UTIs you have had?

If the stress absence was removed then would you be in the meeting ?
You're in a warning situation here rather than a support one so talking about removing duties at this point is not necessarily mitigation .
Lay out very clearly :
What were the events with the run up to stress ? Did you tell anyone and what support did you receive . (and I mean documented confirmation of support e.g. 1:1 notes or email )
When you were off with stress what was done to keep a contact log while you were off ? If you weren't spoken to at all by manager / attendance manager that's poor management of a stress case
What do your return to work notes say with regards to support ?

If the above isn't evidential then you can argue that work caused the absence and no warning should be given .

I can drink where I work, so that's not a problem. Although the toilet is in a different building, up some stairs, so when I'm going every 20-30 mins it does take time away from my work. They can't move the loo nearer though.

If I took out the absence due to stress, I wouldn't have met any of the trigger points for this meeting.

I did tell my HoD/line manager and the overall support staff manager that there were problems. I had several (5+) conversations with them, but I don't think there's anything in writing. I told my HoD mid October that I was applying for other jobs as I was so stressed. She went to see the senior management and adjustments were made, but they actually made things worse not better :( I went off sick towards the end of November after two further issues with other managers (neither was my HoD, both were giving me more things to do).

There was no return to work meeting and no-one has spoken to me before about levels of sickness. They didn't ask when I came back if there was anything they could do to reduce the stress. The overall support staff manager didn't even ask how I was or say it was good to see me back. This is why I don't think they care about reducing stress, and that the meeting is box ticking / start of disciplinary process.

I'm still applying for other jobs and very much doubt I'll be here in 3 months time. I'm not sure whether it's worth arguing and trying to sort out the issues. I just want out :(

Anyway, thanks for all the replies, they've helped :)

They have really failed you in care of duty , therefore you can reasonably ask for this absence to be discounted .
If they haven't documented support then that's in your favour .
Write up a timeline of what you have just said in your post to take in with you .
No return to work meeting or reasonable adjustments is appalling .
If you can get the union hopefully they will help more .
Good luck OP !

It may be worth setting out in a letter in advance what work you can do and the tasks you don't have time to do in advance of the meeting and then asking them if they can 'support' you with this reasonable request (if it is!) Put the ball in their court and ask for what is fair and reasonable and ask them if they can do it... if they cannot then you will know what to do in the future!