stevebt

iTrader: (8)

if you took someone on for a 6 month trial and during that time they took 3 weeks off (sick note) but you were a small company that depends on each man and time off means lost ££ and you then had to pay them sick pay !! how would you deal with the situation after the trial period ????

Luminous

iTrader: (3)

depends if you want them to work for you....its obvious really. If you want them, then you offer them a deal they will take.

If you don't then you let them move on.

kingofturds

iTrader: (1)

Depends on why they were off as well, fractured arm is pretty hard to fake, whereas any ****** can get time off with a "dodgy back" these days.

wrx-kris

dont you have to work somewhere for a year before you are entitled to sick pay?

i would base the trial on the time they were there and the difference they have made.
did they normally turn up on time and put a good effort in to the job?

fast bloke

as above - really really sick or conviently (sp) sick? If it was really really sick I would follow up on references to check it was a one off. Also depends if they are worth keeing or not

David Lock

As above - you need to judge whether he/she was genuinely sick or was it just lots of days when they might have been on the toot the night before. Did you get any references? If it doubt try someone else.

milf hunter

i dont pay them sick pay unless its a work injury
this stops them pulling sickies when they want to

you do not have to pay them sick they just claim it back from the goverment
after 4 days ssp


its like working for scrooge

StickyMicky

just do what i do in situations like this

toss a coin, heads he stays, tails hes gone

if you are in a real bad mood, you can do this in front of the said employee for added "**** ness"

sti-04!!

Every employee plays a part in the team they work in, without them the team struggles.
If you think he/she is at it get rid & look for someone else, it will save you fortunes in the long run.

Rhana

Put them on another 6 months trial for a start. Explain why and review every month. Give them this in writing explaining the reasons why

It may be that the 3 weeks off sick was just a one off and not indicative of the persons true sick record

I have put a couple of guys on extended trials one who still works for me now after 10 years and one who I decided to terminate due to persistent absence during the trial and extended trial period

wrx-kris

well said

PeteBrant

Everyone gets sick at some point. If the sickness is backed up with a medical certificate, then that medical professional deems that during that period, that person was not fit to work.

You should not be penalising someone for being genuinely ill.

Matteeboy

I'd ask for a doctors note and use your own instinct to assess whether it's genuine or not - If it is, then if the employee is any good (assume he/she is okay as you gave him/her the job in the first place) then stick it out - A good person is an **** to find and it costs big bucks to recruit useful people.