What do you do if an employee goes out sick with stress during a disciplinary process?Posted in : First Tuesday Q&A ROI on 4 February 2014
The employee in question should be referred to an occupational health specialist for an assessment of his condition. If the employee is deemed fit for work, he should be requested to return to work, and at that stage the disciplinary procedure should continue in the ordinary way, subject to any conditions recommended by the occupational health specialist.
If the employee is certified as being unable to return to work, he should be afforded time to recover from his illness and contact with the employee in respect of the disciplinary proceedings should cease until he is no longer covered by medical certificate. No determination on the disciplinary proceedings should be made in the employee’s
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Back to Q&A's This article is correct at 02/09/2015
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