Final Attendance Meeting

A member was recently called to a Final Supporting Attendance meeting for absence relating to a UMC, and which potentially could result in them being dismissed due to ill health. Despite having been absent from work for 9 months, and having a live Stage 2 warning for sporadic absence, the member only made contact with Advance 4 weeks before asking for a rep to support them in a well-being meeting.

Background

The member was on an NHS waiting list for treatment or possible surgery for a condition considered by her GP to be ‘non urgent’, and there was no indication of the treatment being done in the near future.  The member was only being offered pain relief and there were no recommendations from the GP or suggestions of any reasonable adjustments. It became clear to the Advance Rep, that ongoing support had been discussed and offered in previous meetings.  An OH review had taken place, and a number of recommendations and adjustments had been made for both the member’s line manager and the member.  It also stated that the member was fit to return to work.

No effort made

The member’s fit note stated – “Not fit for work due to mental health issues related to a medical condition.” The member had not returned to work and said they were not fit to work, despite the manager having made numerous efforts to support them with numerous adjustments being offered. The Rep had a long discussion with the member and found that they had made no efforts to seek any help for their mental health issues and had not followed up referrals made by the GP.  The Rep made the member aware, after the well-being meetings, that the next step would likely be a Final Attendance meeting, and that it was important that they took control of anything that may help.  The Rep also suggested that, as PMI was now available to them, they should immediately contact BUPA to see if they could get treatment more quickly.

Zero contact

The member had not contacted Advance for support with their Stage 1 or 2 attendance meetings and these showed the same pattern of the member not ‘helping themselves’ with actions or seeking support to limit their absences. When the Rep reviewed the case notes for the Final Attendance, it was clear that the member had again not followed any recommendations by the Rep, the manager or OH. The member was not undergoing any form of support for their mental health and had still not made contact with any of the bodies that could help, nor had they contacted BUPA. Nor did they contact Advance for support at the meeting – this request came via HR.

A very clear and firm conversation then took place with the member, giving them clear expectations for the next steps.

The Rep asked why they had yet again failed to seek any form of help and made it clear that at the meeting, the Chair would likely consider that, as they had made no effort to RTW, seek any help, despite numerous offers, that there was no other alternative but to end their contract.

The members’ response………….. “Their mother always made their appointments, calls, etc” The member is a 23-year-old adult!

The member was then instructed (it was now much too late for gentle advice), that they had 1 hour to make contact with BUPA and arrange a consultation, to contact the EAP to arrange counselling sessions and to call the Rep back at a specific time to confirm these. It was explained that if these appointments were in place when the meeting took place in less than a week, it would show the Chair that positive steps were being taken to help the member return to work.

45 minutes later, the member had an appointment with the BUPA consultant booked for the day after the meeting and 6 x 2-hour counselling sessions booked for the next 6 Mondays.

Sometimes people need direction and a touch of honesty.

At the Attendance meeting, the Rep was able to tell the Chair that the member now had definite support in place, they also had their meds reviewed and increased and that the future was much more positive. As the member was branch-based, it was also considered that some WFH days on Voice would help on days when their medical condition flared up and travel was an issue.

The Advance Rep made the suggestion that the meeting be adjourned for a period of time for the support and new medication to take effect and for the member to demonstrate their ability to attend work more frequently with the agreed adjustments.

Outcome

The meeting has been adjourned for 6 months with mutually agreed measures, reasonable adjustments and a phased return in place.   The member returned to work the next day!

Hopefully, the member will have prompt treatment via BUPA – something that Advance have pursued the Bank for many years to provide for S1 & S2 colleagues.  This is a clear example of the benefit to our members of PMI, and also to the Bank.