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How long have you worked there for?
Many thanks for your patience. Whilst it is not compulsory for you to attend an OH meeting, you have to think of the possible repercussions if you do not. For example, the employer could become suspicious as to the reasons for your absence and may also proceed to making a decision on your future based on the information they have to date – if that is not detailed enough or have specific recommendations that they can link to your employment, which OH would usually make, then it could result in a worse outcome for you. As such, if at all possible, you should try and attend the meeting, although if you are unable to do so due to your current health state you can ask for it to be postponed.
In terms of the assessment, then if your performance has been affected by your absence, the employer should have taken that into account and made specific adjustments to account for that. If they have not, and without any regard as to the reasons for your reduced performance they have gone ahead and marked you down, then it could amount to disability discrimination even. So do raise this with the employer.
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I had a mid year assessment which was fine and an end of year talk in October (they do the figures early!) which again didn't raise any issues. I was told over the phone last week that due to the issues raised in December, I have been awarded the lowest score. In September I saw the Doctor and was put on tablets and CBT, eventually going sick at the end of November as I was becoming more and more impacted. I was told over the phone last week that due to my lack of leadership, I was being given the lowest (Grade 3) for leadership. This rating has a serious financial impact as it limits pay increase and bonus payments. Hopefully this will be sufficient for them to understand, however it is an American Global company, so usual rules don't apply. Thanks for your help.
well, American company or not, they will be subject to the English legal system and the laws that apply here, so whilst at first they may not necessarily appreciate what they can and can't do, pointing them to the right legislation (Equality Act 2010) and raising this formally with them may help. In the end if it has to come down to making a formal claim to pursue your rights it may have to be that way, at least then they will have no option but to see what your rights actually are.