What is The Bradford Factor? The Bradford Factor is a method of managing and controlling frequent short term absence. This kind of absence is, in our experience, the most disruptive kind of absence for a company to have to deal with. Download our Fact Sheet now to learn more about how the Bradford Factor might work in your Company. Fact Sheet – The Bradford Factor Metis HR is a professional HR Consultancy based in the North West of England supporting clients across the country. We specialise in providing outsourced HR services to small and medium-sized businesses. Call us now on 01706 565332 to discuss how we may help you.
Aren’t you glad you’re not trying to manage a business in India? An executive engineer, who was last in work in December 1990, a 25 year absence, has finally been dismissed in 2015!! The Engineer worked for the Indian government which had found him guilty of “wilful absence from duty” in 1992. However, only now, after a 25 year absence, has the employee finally been dismissed. Even then it took the involvement of a cabinet minister to achieve the dismissal. According to a government statement the employee ‘went on seeking extension of leave, which was not sanctioned and defied directions to report to work’. According to the World Bank, India’s labour laws make it difficult to dismiss staff for any reason other than that of criminal misconduct. I’d say they’re right if a 25 year absence is anything to go by! Some states have recently made changes to the law that will make it easier for employers to recruit and dismiss staff going forward. What Next? If you want to find out more about your obligations as an employer. Or if you have employee absentee trouble, give us a call – 01706 565332 Metis HR is a professional HR Consultancy based in the North West […]
We have an employee off sick who has not sent in a sick note. His sick note expired last week. We haven’t heard from him since, can we write to him inviting him for a disciplinary due to failure to contact the office? The straightforward answer to this is yes BUT the sensible answer for you as the employer is before you do that, pick the phone up and contact the employee. It’s an urban myth that you can’t contact employees who are off sick. In this situation a phone call could prevent a lot of unnecessary work for you and distress for the employee. Any formal disciplinary process is time consuming and potentially damaging to the relationship between you and your employee. Anything that you can do to avoid unnecessarily going down this route makes good business sense. This situation could be something simple. The employee off sick who has not sent in a sick note may have put his sick note in the post and it hasn’t arrived. The employee is abusing the company sickness policy. It could be something as dreadful as the employee has died. Has the employee off sick who has not sent in a sick note previously […]