It might be an idea to wish her a
I think the letter is fine, provided
there is nothing in her contract, which could be construed is that she will get
paid while she is off, in full.
Remember that when she comes back,
assuming that you were going to get rid of her, you have to follow the usual
procedure of inviting her into a meeting, giving her reasonable notice. You
have to do advise her that she can have a union representative or a work
colleague present, not to speak on our behalf, but to take notes and records
proceedings. Make sure that you have another party, there is well also to take
You may also find this useful http://www.backuphr.com/human-resources-modload-news-article-105.htm
if there is a procedure noted in the
staff Handbook, make sure that you follow it to the letter.
Can I help further?
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The thread remains open.