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HRM Casestudy Case Study - Animal Park: Absence and Capability Management

1) An animal park client had concerns about the performance and frequent absences of an employee they had hired through a government work program for disabled individuals. 2) Solutions for HR initially had an informal discussion with the employee, who said she was feeling tired, and recommended temporarily reducing her hours, which she accepted. However, her situation deteriorated and she was signed off work for stress by her doctor. 3) An occupational health professional evaluated the employee and found that reasonable adjustments had been made. The employee ultimately agreed there was nothing more the company could do to facilitate her return to work and resigned.

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Priya Narayanan
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78 views2 pages

HRM Casestudy Case Study - Animal Park: Absence and Capability Management

1) An animal park client had concerns about the performance and frequent absences of an employee they had hired through a government work program for disabled individuals. 2) Solutions for HR initially had an informal discussion with the employee, who said she was feeling tired, and recommended temporarily reducing her hours, which she accepted. However, her situation deteriorated and she was signed off work for stress by her doctor. 3) An occupational health professional evaluated the employee and found that reasonable adjustments had been made. The employee ultimately agreed there was nothing more the company could do to facilitate her return to work and resigned.

Uploaded by

Priya Narayanan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as ODT, PDF, TXT or read online on Scribd
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HRM CASESTUDY

Case Study – Animal Park


Absence and Capability Management
The Client
An animal park offering bird of prey experiences, flying displays, school visits, children’s parties
and photography workshops.

The Brief
The client had a disabled employee who came to the company via the government Workstart
scheme.
The employee’s performance and attendance had begun to cause concern and the client was worried
about potential disability discrimination in dealing with the issues.

The Solution
Solutions for HR initially adopted an informal approach to discussing the problem in a sensitive and
non-intrusive manner.
During an informal discussion, the employee advised that she was feeling tired and this accounted
for her frequent absences and performance issues.
We recommended offering a temporary reduction in hours which the employee accepted.
The employee was also advised of the improvements expected.
Despite the adjustments made, the situation quickly deteriorated and within two weeks the
employee was certified off work for 4 weeks by her GP with work-related stress.
Solutions for HR engaged the services of an Occupational Health Professional to evaluate the
employee’s condition, reasons for absence and to advise on measures to facilitate a return to work.
The OH report confirmed that many of the reasonable adjustments possible had already been
implemented, for example, changes to duties and working hours.
The employee was invited to a formal capability meeting to discuss the content of the report, any
further support the client could offer and whether the employee was fit to return to work.
Further absence capability meetings followed at regular intervals and eventually, the employee
agreed that there was nothing further that the company could do to facilitate a return to work and
she simply could not cope with the work.
She subsequently resigned.
The Result
Our involvement ensured that the client fulfilled their obligations under equality and disability
legislation, especially the duty to make reasonable adjustments.
We ensured that professional medical evidence was obtained to allow fair treatment and sensitive
decision making.

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