Read the text below and answer Questions 21- 27.
Appendix: Dealing with absence in the workplace
This appendix considers how to handle problems of absence and gives guidance about authorised and unauthorised absence of employees from work.
The organisation should be aware of the rights of employees and in particular the requirements of the Equality Act 2010 when making any decisions about absences of employees who are disabled. In these cases the employer should consider what reasonable adjustments could be made in the workplace to help the employee. This might be something as simple as supplying an appropriate chair for the use of the employee. In cases where an employee suffers from an allergy caused by something in the workplace, the employer should consider remedial action or a transfer to alternative work.
If the absence is because of temporary difficulties relating to dependants, the employee may be entitled to have time off under the provisions of the Employment Rights Act 1996. In cases where the employee has difficulty managing both work and home responsibilities , employees have the right to request flexible ways of working, such as job-sharing, and employers must have a good business reason for rejecting any such application.
Employers should investigate unexpected absences promptly and the employee should be asked for an explanation at a return-to-work interview. In order to show both the employee concerned and other employees that absence is regarded as a serious matter and may result in dismissal, it is very important that persistent absence is dealt with firmly and consistently. Records showing lateness and the duration of and explanations for all spells of absence should be kept to help monitor levels of absence or lateness.If the employer wishes to contact the employee’s doctor for more information about a medical condition, he or she must notify the employee in writing that they intend to make such an application and they must secure the employee’s consent in writing.Consideration should be given to introducing measures to help employees, regardless of status or seniority, who may be suffering from stress. The aim should be to identify employees affected and encourage them to seek help and treatment.
Complete the notes below.
Choose ONE WORD ONLY from the text for each answer. Write your answers in boxes 21-27 on your answer sheet.
Absence in the workplace
Recommendations to employers
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help with issues related to disabilities, e.g. provision of a suitable 21
provision of arrangements to deal with any work-related 22
time off work to deal with short-term problems of 23
possibility of arrangements that are 24 to help with domestic responsibilities
make it clear that absence is a possible reason for 25
ask employees for consent before contacting their 26
identify employees affected by 27 and provide support