Absence Management Performance Issues Job Definition Performance Review Conduct Gross Misconduct Law vs Company

Tracking◦ Why is it important?

Return to Work interview◦ Why do we need to do this?

Absence classification◦ Why do we need to get this right?

Treating employees equally?◦ Don’t set the wrong precedent!

Automatic absence review meeting◦ 3+ absence periods in 12 months

Have you done a performance review?◦ No, then do one before you do anything else◦ Yes, did you set key performance indicators (KPI)?

No, do this before you do anything else Yes, we might need to consider the disciplinary route

Addressing a performance issue◦ Set the boundaries, do your employees know what

they need to do? Have you put this in writing? Have they signed to agree to this?

For a person to perform well they need to know what to do◦ If you haven’t told them, they won’t◦ If they aren’t capable, they won’t

What job did they accept compared to what the job is today?

How to define their role◦ Talk to them, review their performance◦ Decide what the department/company needs◦ Involve HR

A performance review is a two way process If it starts feeling like a disciplinary meeting,

you’re getting it wrong The employee should leave a performance

review..◦ Relieved that it wasn’t as bad as they thought◦ Positive for their future with the company◦ Clear on what is required of them◦ Engaged and on board with you and the company

Is there a personality clash?◦ Yes, let’s deal with that issue◦ No, what’s the issue with their conduct?

Have you got witnesses? Have we got procedures to back us up?

Suspend, suspend, suspend….◦ If you don’t, it’s probably not really gross

misconduct If dismissal for gross misconduct is following

a final written warning then you probably won’t need to suspend

For any other disciplinary issue, suspension shows how serious the issue is and adds weight to any dismissal

Suspension is on full pay

Employees have Rights and we can’t remove these basic rights

The company can lay down additional rules in the form of policies and procedures

People get confused over what rights employees have against what the company rules are

If you’re going to do anything with an employee that could result in a change to their situation, consult HR immediately