High Sickness record

Fiona59 · Jun 9, 2006

Well, depends onhow short you are. Could you hire for a temporary period (ie: July 1st - October 31) and then review attendance?

nambour51 · Jun 9, 2006

Any reasons offered for the high sickness record? Is it time off for personal sickness or for family reasons? May be an ongoing problem. May be a problem that has been resolved. Previous post seems sensible - hire for temporary period.

EricJRN, MSN, RN · Jun 10, 2006

Agree with Nambour. Many employers place their new employees on a probationary period. The key question, I think, is this:

Does the person have a plan to minimize the amount of work missed due to illness?

In other words, are the illnesses under control now?

paris2 · Jun 10, 2006

Thanks for all replies: I will to explore more by ringing this person's employer who has provided the referance and how they are managing her sickness record.

Here in the UK i am not sure if we are allowed to put new employees on a probationary period. Thsi is something i am going to check it with my lead nurse.

Fonenurse · Jun 11, 2006

Thanks for all replies: I will to explore more by ringing this person's employer who has provided the referance and how they are managing her sickness record.
Here in the UK i am not sure if we are allowed to put new employees on a probationary period. Thsi is something i am going to check it with my lead nurse.

I think you are able to put them on probationary period as long as you make it quite clear that this is what you are doing, and it's in the contract or offer letter from the start. We have used this for several grades of staff at my place of employment, and this way we managed to ask these folk to leave when their peformance was poor - measured against strict criteria which they knew they were being measured against right from the start - and I think this is the key - open transparent processes and being clear from the start that you are offering probation - this way you both know what terms you are employing on and what the risks to either party are...

madwife2002, BSN, RN · Jun 11, 2006

I think rather than eliminating this person because of the sickness record, it may be worth your while to establish why she has this sickness record.

It may be because of job related stress or unhappiness, in which case she/he may do well in your unit.

I would in todays climate avoid the 'I'll phone in sick if the sun shines' type of person because you will be carrying this person, and agency staff is not always an option these days. I wouldnt want to be the other RN working when this person phones in sick weekly...............it quickly builds up resentment.

mabel u.k · Jun 11, 2006

Thanks for all replies: I will to explore more by ringing this person's employer who has provided the referance and how they are managing her sickness record.
Here in the UK i am not sure if we are allowed to put new employees on a probationary period. Thsi is something i am going to check it with my lead nurse.

I would try to find out reasons for sickness, and what has been done to control the level of sickness. You could ofer a fixed term contract for 6 months with a review after this time if you are really concerned.

Owain Glyndwr · Jun 13, 2006

I think you are able to put them on probationary period as long as you make it quite clear that this is what you are doing, and it's in the contract or offer letter from the start.
All our Trust staff have a 6 month probationary period if on open contracts. Our fixed terms have probationary periods pro rata to length of contract.
Cheers
OG

rsmit02 · Jun 14, 2006

I would definately just honestly ask them what the sickness record was for it doesnt actually make them a bad employee. For example over the lat 4 years my sick record has been just terrible I am a full time D grade. BUT it is due to the fact I have had over the last 4 years 13 IVF and 2 misscarriges.

I am now over this and no longer persuing having a family my career is all I have and I attend work 100% of the time, never sick and never needing any "family" days or days off sick because the children are sick. I am only 34 so have a long time with the NHS to go and the chances are I will never have anything to distract me from my career from now on.

So you see now I think i would make a very good bet as an employee but have a terrible sick record. Any job I went for in the future I truly would hope the person interviewing me would just be honest and open about my sick time so i can explain the reson for it and thus the reson I am 110% sure it wont happen again. Maybe this person had a dying relative/child or something that was a huge 1 off event in their life. I think my sick time has made me a better employee I will never forget how good the NHS was to me when I needed it and will give back all I can in return.

So my vote is be honest ask them and make your decision then.

Ruthx