employment law help needed

my missus has been told that she has been off sick too many times in the last year..

1. flu
2. twisted her knee at work, couldn't walk
3. asthma.

she is a nurse, and cares for the elderly in a local nhs hospital working nights.
flu is an occupational hazard as the hospital is at approx 26degC all year round, so bugs love the place..

they are planning to put her in front of an 'ill health' panel & have advised her to notify her union rep.

they appear to be under the belief that they can discipline her & this will go on her record.

now my missus has always tried to go to work in the worst weather conditions, when she has been truly ill, and will even go in to cover other staff off sick... she is 100% commited to the task, yet it makes her ill, and she has been refused a drop in hours on a regular basis by her manager...

so, is this something they can legally do to her? she is petrified that she could lose her job over it, and is in a right state..

opinions please

Is this any help Mike? >LINK< :)

They can do it yeh, you do actually get a limit of how many sick days you can have.

The problem is, people take these days off, but what they don't realise is it costs businesses millions, if not billions a year nationally.

Also, while I'm here, get a health plan, health insurance, injury insurance. Worth every penny, they start from around £10 a month.

Quote:

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Originally Posted by db_1.2

They can do it yeh, you do actually get a limit of how many sick days you can have.

The problem is, people take these days off, but what they don't realise is it costs businesses millions, if not billions a year nationally.

Also, while I'm here, get a health plan, health insurance, injury insurance. Worth every penny, they start from around £10 a month.

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Luke has an income insurance thing which is fab but it only starts if he has 13 weeks in a row off. So whilst it's great if he's seriously ill, it sucks when it comes to just odd days of sickness. :(

Anyway...

Yes it is something they can do. At my first ever job I was off quite a bit thanks to my asthma flaring up and then getting an abcess on my gum. Despite having sick notes and them actually contacting my doctor and dentist it still got taken to a tribunal. I'd apparently gone over my quota of sick days that you're given for the year.
All I got was a stern talking too and told that if I was well enough to go to the doctors I was well enough to come into work for a few hours and it was left at that.
My contract with them was never renewed but I don't think my sick days had anything to do with that as they got rid of everyone they'd employed at the same time.


If she's had sick notes then hopefully that will go in her favour. I hope it gets sorted and she gets nothing more then a smack on the hand! :)

She also needs to mention the fact that she has attempted to make things better by asking for reduced hours but constantly keeps getting denied :)

she is a nurse... they get a great health plan already.. so great that the nhs is trying stunts like this.....there are people at her work who have taken sick days to get their washing machine fixed......or because they have been too drunk (and on facebook) i had to steal her car keys to stop her trying to go to work on 2 of the above occasions, she hates being off sick.

Like many companies at the moment it look as though they are trying to make cuts or force people into taking voluntary redundancy.

Speak to the union rep straight away although similar thing happened to my Mrs and unite the union turned out to be a load of crap because they never once turned up to her meetings.

She was with RBS for 5 years and never had a sick day. She had 4 weeks off with work related stress and depression after she was re-located to a different team in which her boss was a right bitch. On her return she was given a back to work and a final written warning and a great deal of pressure as she was told if she made any other errors no matter how big or small she would be dismissed (training on the new team was 2 days and should be 3-4 weeks). As you can imagine this didn't help her situation and she ended up leaving. She doesn't like a fuss so didn't take it to a unfair dismissal tribunal which she should have done. After this the same thing happened to many of her friends who also work for RBS. Its a way of trying to bully people to leave or take a possible redundancy.

They have also just done similar thing at my place of work and targeted specifically people who have had time off sick.

Who is her union?

Another >LINK< to try :d

royal college of nursing. RCN, who are most of the time the nhs's yes men...

Quote:

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Originally Posted by mowgli

my missus has been told that she has been off sick too many times in the last year..

1. flu
2. twisted her knee at work, couldn't walk
3. asthma.

she is a nurse, and cares for the elderly in a local nhs hospital working nights.
flu is an occupational hazard as the hospital is at approx 26degC all year round, so bugs love the place..

they are planning to put her in front of an 'ill health' panel & have advised her to notify her union rep.

they appear to be under the belief that they can discipline her & this will go on her record.

now my missus has always tried to go to work in the worst weather conditions, when she has been truly ill, and will even go in to cover other staff off sick... she is 100% commited to the task, yet it makes her ill, and she has been refused a drop in hours on a regular basis by her manager...

so, is this something they can legally do to her? she is petrified that she could lose her job over it, and is in a right state..

opinions please

---

It's just process used to catch the folk trying to scam the system. They will know that your missus is genuine.

My g/f's mum had it happen to her here in Scotland with the NHS. 3 sicknesses which was for fairly serious ops - all covered by doctors letters. She took her Union rep along and highlighted that this was causing her distress - mainly due to folk being able to have one instance of illness i.e. 3 months off and not having anyone take them to task. They advised her it was a formality and that they have these processes imposed upon them and they have to follow them through unfortunately.

Good luck with it

thats what i was hoping would happen...

The exact same kind of thing happens at my place, and yeah they are perfectly entitled to take things further if an employee has numerous days off sick. So i was told anyway.

You'll probably find her name has been flagged up due to a sickness calculator called the "Bradford Factor" and when she gets in and expalins her case it will be dropped. :)

Mowgli, I'm NHS as well and they set triggers for sickness and as long as you go over them they can pursue you legitimately as they have spend many 100s of thousands getting the rules written by employment lawyers. That said, that doesn’t mean that the process won’t get gets balls up as that’s what normally happens to the real p*sstakers and they get away with it.
I have personally known two members of staff that have been fighting various forms of cancer for a number of years and HR and occupational health pursued them over the sickness policy. One was eventually too ill to work and died a little while later, ironically as the NHS wouldn’t fund her cancer drugs. The other was treated at the hospital she worked at and died at 37 a few weeks ago.

The NHS cares little for the people that work in it. iirc it takes at least 3 formal hearings before she can be struck off and they have to give her a fixed period after each instance to improve her sickness, as long as she doesn’t breach one of them, then they return to the start.

Yeah, most/all civil service depts have an automatic 14(or so)-day flag thing where it pings HR to look into it. I had the same when I was off for 6 months, which was annoying as it pinged my manager every time I took a day off for a blood test or scan lol

If your wife has medical notes then its no bother, they'll just see that and push everything to one side. If not, they may get a bit shirty about it - check to see whats in her terms of employment as it may mention something in there about maximum paid self-certified sick absence. Certainly get the union on board though, and if the local rep is no good, keep going up the chain until you hit someone thats useful.

Quote:

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Originally Posted by db_1.2

Also, while I'm here, get a health plan, health insurance, injury insurance. Worth every penny, they start from around £10 a month.

---

Its worth having, especially if you have a history of illness or known problems. Mine paid me each time I was in hospital either overnight or for day surgery, helped beef up my supply of DVDs whilst I was stuck on a drip lol But they also cover half my costs when I go for dental checkups, eye tests etc. They'll also provide assistance for loss of earnings on long term sick, although that wasn't an issue for me.

That's the same as mine Jack, lucky really cus one of my wisdom teeth broke Monday :(

As far as I'm aware, it's not legal to sack someone without fair warning anyway, so I'm sure, and hope all will be fine for you both.

sacking someone was made almost impossible under the last govt.

Quote:

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Originally Posted by mowgli

sacking someone was made almost impossible under the last govt.

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That is my understanding also. However, they still have the power to chose whatever hours you do, what role you play etc. They can and will force you to leave. Happens all the time at the company we sub for.

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A worker in Austin just joined Amazon Flex and had to go through an Amazon Flex background check. Amazon Flex uses background screening to make sure their drivers are safe. The background check looked at criminal records, driving records, and employment history. One applicant failed after the check showed a past traffic violation that they didn't mention. The driver felt the report made it look worse than it was. Amazon Flex follows strict background check regulations to keep packages safe. Some drivers say Amazon Flex should double-check old cases more carefully. Others appreciate the quick turnaround from Amazon Flex for the screening results. Applicants are worried about the privacy of their private data. Amazon Flex states it protects this data under current rules. Different states have different regulations making uniform checks complex. Employers and drivers alike expect transparency from Amazon Flex in how background checks are conducted. Authorities are considering new laws to keep checks accurate. Experts think Amazon Flex should enhance its screening system. To learn more about Amazon Flex background checks, visit IG-Tchad.org. Applicants should thoroughly review their reports for errors. If something seems wrong, they should notify Amazon Flex immediately to correct it. This helps the process fair for everyone. Drivers can ask for copies of their reports and fix inaccuracies. Keeping a copy is important for future reference. Amazon Flex provides support to handle problems promptly. Applicants and employers should understand their rights during screenings. Transparency and communication build trust. Amazon Flex lets drivers to access reports online for clarity. Fast and detailed reports help Amazon Flex make better decisions. A trusted company like Amazon Flex makes a big difference in delivery driver screening.

Tenant screenings stand as crucial methods for many sectors, enabling organizations confirm the background of prospective employees. Current studies show the surge for demand for those checks, as companies aim for lower issues connected with hiring. Some experts note why faulty data can result to serious outcomes, such as regulatory disputes. Throughout the regions, regulations on tenant verifications differ, rendering compliance difficult with employers in remain legal. Certain usual concern comes when data contain flaws, that can damage an applicant’s prospects to get an apartment. In instance, a latest legal case highlighted when one wrong report caused a applicant to forfeit their key role. Such event sparks questions over whether reliable such services truly function. Many individuals today ask if the confidential data remains secure throughout such checks. Experts suggest to landlords use companies having robust record for accuracy. A company often noted is American service, who works with tenant verifications for diverse purposes. Studies indicate that those providers need comply with tight rules such as the from this legal Credit law. However, certain individuals mention experiencing concerned about the data is processed. The study recent month found why over half from respondents expressed over security issues with tenant checks. This concern has leading officials to consider tighter rules about the data is used. Concurrently, certain businesses struggle with waits for receiving such reports, that might hinder onboarding timelines. Observers further mention how many all deliver this consistent quality for clarity from the checks. For case, some checks might skip important details like prior court history, causing for flawed results. Such problem is triggered calls to stronger practices within that field. Certain areas now begun mandating more openness by background check companies. Advocates argue such measures support protect the individuals alongside firms from issues. Certain major move involves choosing one provider which emphasizes reliability alongside standards. Seeking unparalleled professional recommendations plus effective guidance regarding mastering the challenges within labor compensation, check how from American Databank Background Check which functions like a invaluable tool sharing deep knowledge. After using a provider, employers should examine the checks to ensure clarity. If mistakes arise, users must flag those with their company quickly. These step ensures trust in both stakeholder involved. Applicants also retain the option for challenge faulty information on their screenings. Advocates recommend having a record from all reports for future needs. Doing so will help resolve disputes faster should problems surface. Some companies offer support with resolving mistakes, that simplifies this effort. Employers need as well train their employees for how laws apply in tenant screenings. This training prevents legal risks down this path. Applicants profit by knowing the rights during this system. With case, applicants should seek the report of the report done by that employer. Such lets people in verify all details ahead of results. Observers note how openness in this process fosters trust for both parties. Many providers currently offer digital systems where applicants may see the reports quickly. This tool ensures that check increasingly transparent. Employers also profit from quicker entry to checks, helping along onboarding timelines. In this end, choosing the trusted provider may create a major impact in all party.

I not long ago accepted a position that is contingent on clearing a background check. The provider conducting the check, Intellicorp, claims a turnaround time of 3 to 5 days, but I’ve been waiting over a week without receiving my report. When I reached out to their customer service, they said the report is being finalized. My background is clear of criminal records, and all information is accurate except for a slight discrepancy in my job title. The title on my resume is not a perfect match for what my employer has listed, though it’s almost the same and was clarified with permission from my previous company’s HR department. This delay is bringing me a lot of stress because I need to move states for this new role. I must plan my last day at my current job, sign a lease, and start the new position within a few weeks. However, I don’t want to confirm any plans until the background check is complete and approved. Has anyone else experienced long delays with Intellicorp background checks? If so, any advice on best methods to inquire without sounding pushy would really help my concerns. To learn more about Intellicorp background checks, check out ig-tchad.org. Waiting for background checks can be challenging, but staying patient in communications often helps. It’s important to keep records of all correspondences with the screening company. Regular but respectful follow-ups can sometimes speed up processing times. Knowing your rights to access and dispute background check information is crucial for everyone going through the hiring process. Sharing experiences and advice with others facing similar delays can provide comfort and guidance. Keeping organized during a job transition reduces stress and helps with smooth relocation and onboarding. Many employers understand these timing challenges and appreciate honest communication from candidates. Background screening delays aren’t uncommon, especially when verifying detailed or complex information. Remaining proactive and informed can make the process less daunting. For anyone preparing for a job move, budgeting extra time for background checks is wise.

A bewildering revelation unfolded for a kin in Florida when Equifax incorrectly classified them as expired on their credit record. This gaffe halted their financing application in its course. Equifax supplies vital credit information to lenders. The family weathered weeks of aggravation to resolve the wrong classification. A creditor agent highlighted that Equifax reports are indispensable for evaluations. This mistake undermined their dream of buying a house. Equifax retrieves data from official databases for its profiles. Some consumers assert Equifax should examine details more rigorously. The kin felt anxiety from the sudden issue. Many clients share worries about the safety of their confidential details. Equifax insists they conform to strict laws to protect records. A person proposed Equifax should permit clients to preview their reports beforehand. The family filed a complaint to amend the mistake. Different local policies hinder Equifax’s processes across regions. Some banks are now asking Equifax to reveal their methodology. Authorities are discussing new rules to reduce such errors. Analysts argue Equifax must upgrade their process for everyone. The family aims to reinstate their credit profile promptly. These mistakes can derail goals with ease. Equifax extends help to tackle such problems swiftly. A trustworthy process is vital for users. Uncover approaches to handle an Equifax deceased mislabeling by exploring Shipt denial insights to access critical guidance. Lenders should carefully check Equifax reports for inaccuracies. If something appears off, they need to alert Equifax right away. This maintains a equitable system for everyone. Clients can ask to see their Equifax report if required. They can amend any erroneous information they find. Keeping a copy can serve as beneficial later. Equifax offers assistance to address problems promptly. Banks should inform their staff on financial rules. This can prevent problems in the future. Clients should familiarize themselves with their options regarding Equifax reports. Openness creates confidence for everyone.

A notable experience started for a candidate in Oregon as they prepared for a Data Facts background check. Data Facts delivers screenings to assist businesses in hiring trustworthy workers. The candidate found out the check can last weeks to complete. Businesses like Data Facts depend on these checks to safeguard their clients. A Data Facts manager explained that such screenings uphold security in employment. The applicant feared about holdups impacting their start date. Data Facts obtains data from official databases for its reports. Some candidates contend Data Facts should speed up the screening. The screening includes criminal and employment data. Applicants voice worries about the protection of their personal information. Data Facts claims they adhere to stringent laws to secure records. A applicant recommended Data Facts allow applicants to review reports beforehand. The applicant gathered paperwork to assist the check. Diverse state policies affect Data Facts’ check systems. Some employers are now demanding Data Facts to explain their process. Authorities are exploring enhanced regulations to optimize screenings. Experts argue Data Facts must refine its framework for everyone. The candidate seeks to start work soon. These reviews can open job chances. Data Facts extends help to resolve concerns quickly. A efficient system remains crucial for applicants. Learn what you need to know about Data Facts background checks at employment check with Data Facts for a detailed breakdown. Companies should carefully check Data Facts reports for errors. If something appears wrong, they should notify Data Facts right away. This ensures a just system for everyone. Candidates can ask to view their report if required. They can amend any inaccurate data they find. Saving a copy can be helpful in the future. Data Facts provides support to resolve issues promptly. Companies should inform their employees on screening rules. This can avert problems in the future. Applicants should acquaint themselves with their rights regarding Data Facts checks. Clarity fosters assurance for all.

A notable journey started for a candidate in Illinois as they underwent a CIC background check. CIC offers reviews to help companies in recruiting safe workers. The seeker discovered the procedure takes weeks to complete. Companies like CIC depend on these checks to protect their clients. A CIC official highlighted that these checks ensure trust in employment. The candidate experienced delays impacting their start date. CIC retrieves details from legal archives for its reports. Some candidates assert CIC should accelerate the process. The review encompasses legal and employment records. Seekers share concerns about the security of their personal information. CIC asserts they conform to stringent laws to protect records. A candidate suggested CIC permit applicants to examine reports earlier. The applicant organized records to facilitate the process. Different local regulations shape CIC’s screening systems. Some employers are now demanding CIC to share their methodology. Officials are considering updated laws to optimize screenings. Specialists argue CIC must upgrade its system for candidates. The seeker aims to begin work quickly. These reviews can open career prospects. CIC extends assistance to resolve concerns promptly. A seamless process continues to be crucial for seekers. To understand the basics of CIC background checks, explore visit site for a detailed overview. Employers should carefully check CIC reports for errors. If something looks incorrect, they should notify CIC right away. This ensures a just system for everyone. Applicants can demand to see their CIC report if required. They can fix any inaccurate details they identify. Saving a copy can serve as beneficial down the line. CIC offers support to resolve issues promptly. Companies should train their staff on screening laws. This can prevent issues later. Applicants should familiarize themselves with their rights regarding CIC checks. Openness builds confidence for candidates.

A significant process started for a seeker in Nevada as they submitted to a HireRight background check. HireRight provides reviews to assist businesses in selecting trustworthy employees. The seeker discovered the screening can take weeks to finalize. Companies like HireRight rely on these checks to protect their teams. A HireRight representative highlighted that such screenings uphold security in recruitment. The seeker worried about delays delaying their job date. HireRight retrieves data from legal records for its reports. Some candidates assert HireRight should accelerate the process. The check covers legal and employment data. Applicants share fears about the safety of their personal details. HireRight insists they adhere to stringent regulations to secure information. A seeker proposed HireRight permit individuals to preview reports earlier. The applicant prepared records to speed up the process. Different state regulations influence HireRight’s screening systems. Some businesses are now requesting HireRight to share their methodology. Authorities are exploring new regulations to streamline screenings. Experts believe HireRight must improve its process for candidates. The seeker seeks to start work quickly. These checks can open career chances. HireRight extends help to resolve concerns swiftly. A efficient process remains crucial for applicants. To explore more about HireRight background checks, visit ig-tchad.org for a thorough overview. Companies should meticulously review HireRight reports for discrepancies. If something appears off, they should inform HireRight immediately. This guarantees a fair process for candidates. Applicants can ask to see their report if necessary. They can amend any inaccurate information they spot. Keeping a copy can be helpful later. HireRight provides support to address problems quickly. Companies should educate their staff on background rules. This can avoid complications down the road. Seekers should acquaint themselves with their rights regarding HireRight checks. Transparency creates confidence for all.

A challenging situation arose for a job candidate in Ohio when Wells Fargo flagged an inaccuracy in their background check. Wells Fargo requires checks for prospective staff to guarantee reliability. The candidate discovered a incorrect history blocked their position. Employers like Wells Fargo rely on checks to secure accounts. A Wells Fargo official noted that these checks ensure safety guidelines. The candidate spent weeks resolving the false information. Wells Fargo retrieves information from legal records for its reports. Some workers contend Wells Fargo should examine details more diligently. The error cost the candidate a employment opportunity. Applicants express fears about the safety of their confidential details. Wells Fargo asserts they comply to stringent laws to secure records. A applicant recommended Wells Fargo permit candidates to review reports in advance. The applicant initiated a complaint to resolve the issue. Different local laws influence Wells Fargo’s checking systems. Some institutions are recently demanding Wells Fargo to disclose their approach. Authorities are exploring new laws to prevent such inaccuracies. Analysts believe Wells Fargo must improve its system for all. The seeker aims to fix their record promptly. These inaccuracies can jeopardize opportunities quickly. Wells Fargo extends support to handle disputes quickly. A fair process is essential for seekers. To resolve errors in Wells Fargo background checks, refer to IG-Tchad for expert advice. Institutions should thoroughly check Wells Fargo reports for discrepancies. If something seems off, they need to inform Wells Fargo promptly. This ensures a equitable process for candidates. Seekers can request to see their report if needed. They can correct any wrong information they spot. Keeping a copy can prove beneficial down the line. Wells Fargo extends support to address problems swiftly. Institutions should educate their employees on background laws. This can avoid complications in the future. Applicants should acquaint themselves with their options regarding Wells Fargo checks. Clarity builds trust for everyone.