IELTS READING – Appendix: Dealing with absence in the workplace S13GT4

IELTS READING Appendix: Dealing with absence in the workplace Reading Practice Test has 10 Questions belong to the Workplace Policies & Employment Law subject..

This appendix considers how to handle problems of absence and gives guidance about the authorised and unauthorised absence of employees from work.

The organisation should be aware of the rights of employees and in particular the requirements of the Equality Act 2010 when making any decisions about absences of employees who are disabled. In these cases, the employer should consider what reasonable adjustments could be made in the workplace to help the employee.

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This might be something as simple as supplying an appropriate _Q1 chair for the use of the employee. In cases where an employee suffers from an _Q2 allergy caused by something in the workplace, the employer should consider remedial action or a transfer to alternative work.

If the absence is because of temporary difficulties relating to _Q3 dependants, the employee may be entitled to have time off under the provisions of the Employment Rights Act 1996. In cases where the employee has difficulty managing both work and home responsibilities, employees have the right to request _Q4 flexible ways of working, such as job-sharing, and employers must have a good business reason for rejecting any such application.

Employers should investigate unexpected absences promptly and the employee should be asked for an explanation at a return-to-work interview. In order to show both the employee concerned and other employees that absence is regarded as a serious matter and may result in _Q5 dismissal, it is very important that persistent absence is dealt with firmly and consistently. Records showing lateness and the duration of and explanations for all spells of absence should be kept to help monitor levels of absence or lateness. If the employer wishes to contact the employee’s _Q6 doctor for more information about a medical condition, he or she must notify the employee in writing that they intend to make such an application and they must secure the employee’s consent in writing. Consideration should be given to introducing measures to help employees, regardless of status or seniority, who may be suffering from _Q7 stress. The aim should be to identify employees affected and encourage them to seek help and treatment.

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