This procedure only applies following an unsuccessful outcome of the informal discussion process, outlined above. Before commencing and throughout this process the relevant HR Business Partner should be consulted.
All cases must always be thoroughly investigated to ensure any underlying reasons for absence have been carefully considered. Wherever possible, it may be necessary to obtain a medical report if an underlying medical cause is established, especially so if such medical condition could result in a disability under the Equality Act. In all such cases the UOHS should be consulted.
In cases where an employee’s short-term absence levels remain unacceptably high, despite having followed the informal procedure, formal disciplinary action may be considered.
It should be noted that for a fair dismissal on the grounds of poor attendance, the University must be able to demonstrate that the employee failed to meet the expected attendance standards as set and explained by the University.
Where there is no adequate or reasonable explanation for the absence, such cases may be treated as misconduct.
The specific procedure to follow is outlined in the staff handbooks:
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