As an exception, if you are available for less than fifteen (15) days in a contractual month and you still reach 40 hours, you must contact the Flight Attendant Service Center (FASC) to accrue sick and vacation within 60 days of returning. You must be available* 15 days or more in a contractual month to be eligible to accrue Sick and Vacation. You will no longer accrue sick hours, once you have reached 1,500 hours in your sick bank. If you call in sick after a RAP, sequence, or standby ends, your sick call will begin the next day.Īll Flight Attendants accrue 4.5 sick hours per month. If you call in sick during your RAP or before your sequence or standby ends, your sick call will begin the same day. If you are awarded a trip that is scheduled into one or more flex days and you subsequently call out sick, your sick bank will be charged the value of the sequence, your flex day(s) will not be restored, and you will be restricted from flying over the footprint of the trip. In this situation, you may request to move your Flex Day to another date in the contractual month mutually agreed to by Crew Scheduling. If you are assigned a trip that is scheduled into one or more flex days and you subsequently call out sick, your sick bank will be charged the value of the sequence, your flex day(s) will remain and you will be restricted from flying over the footprint of the trip.
The most important thing as an employer is to learn from events like this: establish a system that enables you to hold information about similar incidents, and regularly look over this to identify any patterns or trends.You may call out for one reserve day at a time, a block of reserve days, or multiple blocks of reserve days. If you have reasonable ground to hold a reasonable belief that the illness was not genuine, then depending on your absence policy you may be able to treat the days off as an unauthorised absence and take disciplinary action against the employee. If the absence was more than 7 days, you should ask for medical evidence, as the employee should provide you with a sick note. Ask them about their illness, symptoms and if they’re feeling better, in order to help you assess if the illness was genuine – and explain to them why the company might not think it was. Unexpected absence If no rumours have been heard but an employee unexpectedly calls in sick on the day of the refused holiday, it’s best to hold a ‘return to work’ interview once they’re back in. Ensure that this process/rule is included in your absence management policy.Warn the employee that if they go off sick or have an unauthorised absence, disciplinary action may be taken against them.Document their holiday request and reasons for refusal.Hold an informal meeting to inform them that you’ve become aware of the rumour.
If you’ve become aware of the employee’s plans before the day in question, you should take a pre-emptive strike – because knowing that their plans have been discovered is often enough to stop employees from faking a sick day. In order to remove additional work stress, you may be tempted to take the easy route by ignoring it and giving them the benefit of the doubt – but that’s not what effective management is about! When rumours reach you. But what can you do about it? Taking action under these circumstances can be difficult, as you may not have any solid evidence – it may be that you’ve just heard some rumours that the employee is going on their holiday anyway. Sooner or later, pretty much every employer will encounter a situation where an employee has requested a holiday which has been refused, only to find that they take the day off as a ‘sickie’ anyway. Contact us today for more information about our Employment Law, Health & Safety, and HR services.Įmployees quite often try to outsmart absence management and holiday policies, and may not be entirely truthful about their time off.
Read our article: 'Refused an employee's holiday request only for them to call in sick on the same day?'.
0 kommentar(er)
