- Conference
- 2010 National Delegate Conference
- Date
- 25 January 2010
- Decision
- Carried as Amended
Conference notes with concern that many employers have either introduced new draconian measures or have ‘tightened up’ existing procedures in an attempt to reduce rates of sickness absence.
Many employers record, actively manage and pursue capability procedures against workers whose attendance is affected by illness. These measures often make little or no distinction between workers with an underlying medical condition or long term sickness absence from those who take unconnected single day absences.
Such measures discriminate against women as they do not take account or recognise the gender-specific health issues many women face and are often forced to take time off sick for, as a result of:
1)Pregnancy;
2)The menopause;
3)Menstrual cycle related problems;
Absences as a result of issues relating to pregnancy, the menopause or the menstrual cycle/periods are recorded in the same way as any other sickness absence. Most employer procedures do not even mention that there are specific difficulties that may be experienced by women. Absences are often not treated in a sensitive manner and many members face the prospect of sickness absence interviews where absence statistics are being used as the primary motivator and no consideration taken of the actual illness. Effectively, many female UNISON members are being subject to capability or competency hearings just for being a woman.
Conference therefore calls upon the National Executive Council to:
a)Issue guidance to service groups and branches on negotiating improved workplace sickness absence policies to cover these issues;
b)Ask service groups and branches to monitor the use of employers’ sickness and capability procedures against pregnant women and women with menstrual cycle/period or menopausal problems;
c)Campaign within the wider trade union movement to influence policy makers and negotiators to ensure that women who are pregnant, going through the menopause or experiencing menstrual cycle/period related problems are not the subject of employers’ punitive absence management procedures.
d) Call upon the National Executive Council to develop a training pack for reps to use with employers.