Disciplinary

[Dramallama]

I have an adult disabled daughter who has an undead le disability, my work are going through the disciplinary process due to time off . We are talking random days generally however she’s now in hospital having surgery tomorrow.

when I go back to work I expect the next record of conversation.

can they do this ?

[ULA]

Sorry can i just clarify your daughter has a disability and she was in surgery today - I hope that all went well.

Can I just ask a few questions:

Are you her carer?
Has your employer acknowledge you are her carer?
When you are off work is this to care for your daughter?
Are these days off paid by your employer?

[Dramallama]

She is disabled and I am her carer work knowledge it

surgery was cancelled yesterday but is going ahead today

time off is unpaid and always to care for her

her issues include epilepsy which can be unpredictable

currently she is going through a bad patch health wise

my employer is following their disciplinary process and I expect a second record of conversation when I go back

[ULA]

As a carer for your disabled daughter you do have rights to take time off to care for her.

I am not clear, but does your company's absence management policy reference disciplinary action if you have had xxx number of days off on an escalating ? Are they following this rigidly rather than looking at the reasons for your absence i.e. to undertake your caring responsibilities?

You do have protections under:

1. Time Off for Dependants
2. Carer’s Leave
3. Discrimination by Association

As a suggestion you could email your company and explain that your time off has been in relation to caring responsibilities and ask them to review or pause the disciplinary process as a consequence. Ultimately you could raise a grievance to challenge the process.

[Dramallama]

The company policy kicks in once you have had 3 absences in 6 months , this is separate to any sickness leave i may have in the same timeframe .

[ULA]

The company should give consideration to absences that are in relation to your role as carer. They can run an absence‑related disciplinary process in principle, but they must not apply it rigidly or ignore any absences arise from caring for a disabled child. Doing so risks discrimination by association, failure to allow statutory dependants leave, and unreasonable application of policy.

As I have set out in my post #4 you should discuss this with