I think that's unique to your situation whereas I'm talking about a general rule. My view is if you're well enough to work that's fine, you can work from home if that helps (and it does) but if at any point you shouldn't be working go off work and don't come back until you're well. The last thing you need is someone taking a day off and then coming back the next day feeling better and then going off again. The one thing I 100% tell people though is if they do take time off sick I don't want to see them back until they are better. However, that being said there is a line where you are too sick to work from home and that's a personal call. Those two situations are totally different if you're feeling under the weather. At 5pm I hit "off" and I can go for another lie down. The only people who talk to me during the day are the ones I answer calls from (and take the effort to ring me). On my lunch I can go have a lie down for a bit, and at any point I can just take a break. I have a fan on my desk when I feel a little warm which I can't have at work because of our clear desk policy. Throughout the day I can be wearing shorts and a t-shirt, no socks or shoes. If I'm at home I get a full hour and a half extra in bed in the morning as I can pretty much get up when I need to log in. Then I continue to work and commute home. On my lunch I have to go walk and get my lunch, eat at my desk or a break out area sat in a chair. People are likely to involve me in conversations which normally is fine but if I'm struggling to concentrate it breaks my concentration where it normally would not. business casual/smart with shirt, socks, shoes etc). While I'm at the office I'm wearing work appropriate clothes (i.e. It's an hour long commute for me to get to the office. In the office I need to be up and awake at 7:30am to leave the house at 8am to get to work at 9am. HR rep here, if you feel too ill to go to the office you are too ill to work from home unless it's a reasonable working adjustment requested by yourself or GP. I went from fine to crying on the floor in about half an hour once, but that was a bit extreme for me. I've felt like death in the morning and fantastic later (and vice versa). I've gone back to the hard stuff in the afternoon because working on the easy stuff was enough of a relief. Anything we can do to help? No, this is what is going to happen sometimes.Īlso my condition can fluctuate a lot. Part of the reason I hate calling in sick is how much I'm made aware of how it's tracked with an interview with HR when I'm back in, with the same pointless (for me questions). Days I'm just struggling I'd be slower or ask for the simple bits of work (that would ordinarily be boring). Mostlt because that's what seems to be the tipping point for me. I settled on a compromise of 'do I feel feel kind of dizzy sitting up for a bit?'. I'm sick every day, so it's much less of a binary. Yeah, I was going to say something similar. If they just stuck to filing paperclips, the world would be a better place. A British journalist for the Times wrote an article arguing, very convincingly, that an organisation could get rid of 90% of HR policies and personnel, with no detriment. At my previous employers, HR spent God knows how much, developing a dirty mug policy. Managers used to manage attendance, and did it much better without the involvement of HR. They love getting involved with absence management, but have no knowledge of the employees, how they do their jobs, or any health problems. Nowadays they spend an inordinate amount of time and money developing unnecessary policies, and expanding their staff numbers. Previously they managed the payroll, and advertised jobs, and generally did that well. HR should be largely admin, they have no expertise in the various parts of an organisation, and therefore can add little to developing and implementing strategy. At the time it provoked much mirth and eye rolling, but it was never questioned as HR departments are generally happy to do senior management's dirty work in return for status and power. About thirty years ago, I first heard the phrase, "HR from admin to strategy". The Bradford scale and generally unfair and punitive absenteeism policies are due to HR departments desperately trying to gain and wield more power in the workplace.
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