We have a long-standing manager who, when subjected to a disciplinary due to performance issues, put in a four week sick line for work-related stress. He also lodged a grievance against his relatively new manager. How would you go about resolving this?Posted in : First Tuesday Q&A ROI on 6 October 2015
Given the nature of the certified absence and the length of time involved, the employee should be referred to a company doctor or occupational health specialist, nominated and paid for by the employer, for an independent assessment of his medical condition.
The Company should request that the occupational health specialist confirm the following:
Whether the employee is:
(i) fit to return to work
(ii) fit to participate in a disciplinary procedure
(iii) fit to participate in the grievance procedure
(iv) if the employee is not fit to do any or all of the above, an estimated time when he may be fit to
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Irish Employment Law Hub? We help thousands of people like you understand how the latest changes in Irish employment law impact your business through a mix of case law analysis and in-depth articles. All delivered right to your inbox.
We help you to understand the ramifications of each important case from Ireland and Europe.
We help you ensure that your organisation's policies and procedures are fully compliant with Irish law.
You will receive regular updates on Irish employment law including case law reviews, legislative changes, topical updates as well as answers to your burning questions through our Q&A feature.
You will have 24/7 access to the Employment Law Hub so you can research case law and HR issues when you need to.
Back to Q&A's This article is correct at 06/10/2015
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.