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Employment Law - Calling In Sick
Greetings,
I am unsure as to where this is to be posted - jobs and education or law so I have posted them in both.
I called in sick last week as I had a stomach upset and informed one of the managers that I would not be in all day. I was asked to call back in two and a half hours to give an update on my condition.
When I returned to work, I was informed by a manager that my employer (one of the big 5 banks) reserves the right to ask me to call in every hour, however, I could not find any evidence of this through the personnel department or the HR procedures manual.
I am sure that they can not ask me to call in every hour, so if anyone knows this for sure please could they let me know (with supporting evidence if possible). I have tried to search the internet under 'employment law' without sucess.
Many thanks in anticipation.
Kind regards,
STAH
I am unsure as to where this is to be posted - jobs and education or law so I have posted them in both.
I called in sick last week as I had a stomach upset and informed one of the managers that I would not be in all day. I was asked to call back in two and a half hours to give an update on my condition.
When I returned to work, I was informed by a manager that my employer (one of the big 5 banks) reserves the right to ask me to call in every hour, however, I could not find any evidence of this through the personnel department or the HR procedures manual.
I am sure that they can not ask me to call in every hour, so if anyone knows this for sure please could they let me know (with supporting evidence if possible). I have tried to search the internet under 'employment law' without sucess.
Many thanks in anticipation.
Kind regards,
STAH
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Under the Employment Rights Act 1996 your contract of employment MUST include "Terms relating to sickness, notification of sickness, pay relating to this period and rules relating to statutory sick pay (alternatively, the employee may be referred to another document where these terms are set out)". In other words if that "right to reserve clause" is not written in either your contract or the HR manual (if your contract directs you to the manual) then quite frankly no they can't do that.
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