(f) Considering possible redeployment opportunities and whether any adjustments can reasonably be made to assist in redeploying you.
(g) Where you are able to return from long-term sick leave, whether to your job or a redeployed job, agreeing a return-to-work programme.
(h) If it is considered that you are unlikely to be able to return to work from long-term absence, whether there are any benefits for which you should be considered.
(i) Agreeing a way forward, action that will be taken and a timescale for review and/or a further meeting(s). This may, depending on steps we have already taken, include warning you that you are at risk of dismissal.
17.
STAGE 3: FINAL SICKNESS ABSENCE MEETING
17.1
Where you have been warned that you are at risk of dismissal, we may invite you to a meeting under the third stage of the sickness absence procedure.
17.2
The purposes of the meeting will be:
(a) To review the meetings that have taken place and matters discussed with you.
(b) Where you remain on long-term sickness absence, to consider whether there have been any changes since the last meeting under stage two of the procedure, either as regards your possible return to work or opportunities for return or redeployment.
(c)
To consider any further matters that you wish to raise.
(d) To consider whether there is a reasonable likelihood of you returning to work or achieving the desired level of attendance in a reasonable time.
(e) To consider the possible termination of your employment.
17.3
Termination will normally be with full notice or payment in lieu of notice.
18.
APPEALS
18.1
You may appeal against the outcome of any stage of this procedure and you may bring a companion to an appeal meeting (see paragraph 14).
18.2
An appeal should be made in writing, stating the full grounds of appeal, within 7 days of the date on which the decision was sent to you.
18.3
Unless it is not practicable, you will be given written notice of an appeal meeting within one week of the meeting. In cases of dismissal the appeal will be held as soon as possible. Any new matters raised in an appeal may delay an appeal meeting if further investigation is required. You will be provided with written details of any new information which comes to light before an appeal meeting. You will also be given a reasonable opportunity to consider this information before the meeting.
18.4
18.5
Where practicable, an appeal meeting will be conducted by a manager senior to the individual who conducted the sickness absence meeting.
18.6
Depending on the circumstances, an appeal meeting may be a complete rehearing of the matter or a review of the original decision.
18.7
The final decision will be confirmed in writing, if possible within one week of the appeal meeting. There will be no further right of appeal.
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