a late but serious question

Aye

Me & B&D

Cheer up Mark McGee - lyrics will reformatted

 

Wolves away goal o iver!

jealous should be a good un
weds away next one for me

 

RE: Wolves away goal o iver!

MARTIN BULLOCK

I think you may alluding to.

Me and B&D are going to every game until we get bored, and then just go to one or two.

Clown has now started playing 5's with us!

 

RE: Wolves away goal o iver!

is he any good?
always saw him as rugby scum!
animal back?

 

B&D Sam Togwell type

Unfussy but quite good with a decent right foot.

Not bad at heading.

TALL.

 

aye mate

we operate an absence target (or trigger) of 4 occasions or 14 days in a rolling 12 months, so that anyone who goes over these gets disciplined. we've always done this but always been pretty sympathetic with those who have maybe been unlucky or who are susceptible to things like ear infections etc. however, absence from work cost us £74 million last year so we've become more aggressive and a lot less risk averse. So now we're pretty much saying that if you go over the absence figures you're going to disciplinary. even if you have a DDA covered condition we haven't made it exempt - the DDA calls for reasonable adjustments so we say that their trigger points are 5 occasions and 20 days - owt over them and we discipline. this has done a lot in bringing our absence down - its unpopular with staff but they've been told the triggers well in advance. It's also great to take action on the depression pisstakers who thought they were untouchable (i'm not saying people with depression are taking the piss btw).

sol long as you do your return to works properly and let your staff where abouts they are in relation to the triggers when you do their return to works etc it's pretty simple. Naturally if someone is off with pregnancy related absence you can't touch them - that's where a lot take the piss (bit like the woman you've spoken about). Post-natal depression you can touch - she's contracted to be at work and isn't DDA covered (have to have had it for at least 12 months to be even considered DDA covered) so if she's over the triggers you can discipline. naturally things like cancer or post op recovery for something they have had done to help them get better we don't include.

it's amazing when you discipline someone and you remove their sick pay and right to self certify - have to get signed off by GP for even 1 day sick - that their absence improves dramatically. for those who maybe are genuinely ill a lot they then find another job cos they can't afford to not get paid.

problem with Local Govt is that they are extremely risk averse - their policies haven't changed with the times

 

i should add that the DDA is applied differently for different size companies

a company the size of mine has to be **** hot and 100% accurate with everything. an employer with 50 staff will be treated far more leniently than one iwth say 250000 staff as the large company should be all over the disability discrimination act. you can't expect someone who has a handful of staff to know everything about a law. thing is, only a judge can say if something is DDA covered as every case is different. so long as it's not sex-discrimination such as sacking someone for pregnancy related absence then you should be ok. you can take action on post natal depression as this isn't covered by the Sex discrim acts as anyone can get depressed