Where an employee is currently under caution/formal review period you may escalate to the next step in the procedure if there is a further period of absence which means that the targets for improvement that have been set will not be met, or no reasonable improvement has been made at an earlier stage. You do not have to wait until the end of a monitoring/cautionary period to escalate matters if the absence does not IMPROVE. Once issued, an employee remains under caution for the duration of that caution, regardless of WHETHER or not they have returned to work or had any further periods of absence.

You may escalate to the next step in the procedure if medical advice changes, or if Occupational Health advice indicates that the employee can no longer carry out their current duties and should not return to their existing POST, or that they will not be able to return to work within a reasonable period or sustain REGULAR attendance.

Only employees who have been issued a caution or formal notification period under a first stage review may be escalated to the final stage. You should re-convene the first stage to explain that the CASE will be escalated and why. HR Adviser will be able to advise you further.

Where an employee is currently under caution/formal review period you may escalate to the next step in the procedure if there is a further period of absence which means that the targets for improvement that have been set will not be met, or no reasonable improvement has been made at an earlier stage. You do not have to wait until the end of a monitoring/cautionary period to escalate matters if the absence does not improve. Once issued, an employee remains under caution for the duration of that caution, regardless of whether or not they have returned to work or had any further periods of absence.

You may escalate to the next step in the procedure if medical advice changes, or if Occupational Health advice indicates that the employee can no longer carry out their current duties and should not return to their existing post, or that they will not be able to return to work within a reasonable period or sustain regular attendance.

Only employees who have been issued a caution or formal notification period under a first stage review may be escalated to the final stage. You should re-convene the first stage to explain that the case will be escalated and why. HR Adviser will be able to advise you further.