I seem to remember reading in one post that time taken off sick before your co has had a meeting with you to find out what they can do to make your working life easier - should not be counted against you as sick time.

Does anybody else remember that? More importantly, does anybody know if this is actually law or just a guideline?

Thanks

Thanks Rich, I was hoping you would reply.

I've not really got any probs at work. Much as I hate to admit it, they have been really good about things.

I was just wondering if I could get my sickness removed from my annual review. They use a really stupid thing called the bradford score (which you've prob heard of). This means that because I have struggled to get to work, only taking off my very worst days, my score is 1215 with a target is 103! I've only had 15 days off all year and if I'd taken my consultants offer & been properly signed off all these months my score would only be about 200.

As stated i am not an employment specialist , and have not heard of the Bradford Score.

However ,that said and after researching the Bradford Factor , it is obviously a tool to help employers make decisions and monitor sickness.
It is worked out by the following formula

Bradford Factor =( Times off sick in the last year ) squared x Total number of days off

I have also seen a table as so:

0-49 No action required
50-124 Consider Issuing a Verbal Warning
125-399 Consider Issuing a First Written Warning
400-649 Consider Issuing a Final Written Warning
650+ Consider Dismissal

Again it is important to state that it is a tool for HR .

If the company takes action with regard to this score, and they have not made reasonable adjustments then it is possible this could come under the Equality Act .This could include dismissal , not considering you for promotion , not giving you a bonus that is applied to other people etc etc.
The key word with Employment is the word "reasonable" and the test sometimes comes down to whether it would be reasonable for one employer to act as they did.

If you really perceive this as an issue then you really need to talk to your company , and an Employment specialist .

Again the advice is to call the NRAS helpline , ACAS and the Equality Advisory Support Service.

Rich

Well that was just one example i found online , i suppose it is upto an employer how they use them.

Must admit , even though i volunteer at present , i have had to ask if i can cut my time there down a bit , as i found i was leaving myself with unfinished business every week ...not good.
I felt guilty for this because with me cutting interview time down , means that others have to pick up the slack.
I am only just beginning to accept that I cannot travel there and do all i used to. Curiously enough working from home might be an option for me , which i could handle easily.
I actually showed the manager and deputy manager the NRAS "Fatigue ...beyond tiredness" leaflet (emailed to them ).

Have you shown your managers the NRAS "When an employee has RA" booklet .
I firmly believe that appraisals and yearly assessments should be a two way thing , so perhaps you will have an opportunity to state your case at that time.If you have a good employer i would certainly raise the issue.

The above is personal opinion , and relates to a perfect world .

Rich :)