14.
RIGHT TO BE ACCOMPANIED AT MEETINGS
14.1
You may bring a companion to any meeting or appeal meeting under this procedure.
14.2
Your companion may be either a trade union representative or a colleague. Their details must be given to the manager conducting the meeting, in good time before it takes place. Employees are allowed reasonable time off from duties without loss of pay to act as a companion. However, they are not obliged to act as a companion and may decline a request if they so wish. We may at our discretion permit other companions (for example, a family member) where this will help overcome particular difficulties caused by a disability, or difficulty understanding English. A companion may make representations, ask questions, and sum up your position, but will not be allowed to answer questions on your behalf. You may confer privately with your companion at any time during a meeting.
14.3
14.4
14.5
15.
STAGE 1: FIRST SICKNESS ABSENCE MEETING
15.1
The purposes of a first sickness absence meeting may include:
(a) Discussing the reasons for absence.
(b) Where you are on long-term sickness absence, determining how long the absence is likely to last.
(c) Where you have been absent on a number of occasions, determining the likelihood of further absences.
(d) Considering whether medical advice is required.
(e) Considering what, if any, measures might improve your health and/or attendance.
(f) Agreeing a way forward, action that will be taken and a timescale for review and/or a further meeting under the sickness absence procedure.
16.
STAGE 2: FURTHER SICKNESS ABSENCE MEETING(S)
16.1
Depending on the matters discussed at the first stage of the sickness absence procedure, a further meeting or meetings may be necessary.
16.2
The purposes of further meeting(s) may include:
(a) Discussing the reasons for and impact of your ongoing absence(s).
(b) Where you are on long-term sickness absence, discussing how long your absence is likely to last.
(c) Where you have been absent on a number of occasions, discussing the likelihood of further absences.
(d) If it has not been obtained, considering whether medical advice is required. If it has been obtained, considering the advice that has been given and whether further advice is required. (e) Considering your ability to return to/remain in your job in view both of your capabilities and our business needs and any adjustments that can reasonably be made to your job to enable you to do so.
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