She wasn't merely updating her facebook status, she was initiating facetime conversations (aka video calling) and IMing others with no sign of distress/sickness but to alleviate her boredom.
Yes.... Have you ever been pregnant?
You can go from absolutely fine and chatty to puking your guts up in mere seconds. Same for wetting yourself, or any number of other pregnancy-related issues. Now, if you want someone to come all the way to work on the train, or whilst in charge of a vehicle, to sit in a meeting with you, to sit right next to you while you're trying to work, and to then head home again, all with that kind of condition ready to spring up within seconds... then fine. You can clear up her mess.
Personally I wouldn't want anything like that anywhere near me...... But that's just me.
Her friend suffers from migraines and had a rare sickday off the same time as her, and yet Ms Pregnant was cheerily wanting to facetime her while the one with the migraine wanted nothing more than to shut herself in a dark room and interact with no one and nothing
Ah, yes, I see your point, now. Because the pregnant woman isn't suffering from conditions you understand, you immediately assume that is proof that she's ************ it?
Well, can't argue with that logic. Go fire her, then. You're happy to represent the company at the tribunal, presumably...?
You also haven't explained how her sarcoidosis made her try to call in her sick days as 'days off in lieu' and how she jumped at the chance of a six month sabbatical, which she then took travelling the world in rude health.
Sorry, I wasn't aware I was required to... All I'm doing is pointing out that you seem somewhat unaware of the conditions actually presented and how they can affect people, while still feeling qualified to pass judgement without anything more substantial than suspicions.
I mean, if they are ************ it, feel free to fire them or whatever it is you do, but you'd need substantial
proof from people like doctors and possibly even things like surveilance. Booting someone out simply because Janet in accounts
thinks they're pulling a fast one is the reason why certain groups have protected status in the first place.
I see you haven't even attempted to explain Ms Depression / Anxiety and her routine of six months off every two years, just-a-say recovering enough to do her job until she is again eligible to be off for another 6 months at full pay, then repeating the process.
I probably glossed over that one, as I don't immediately recall it and I CBA to go back and look... but again, take your suspicions and match it against anything her doctor(s) or other qualified assessors have given her. Any psychologists or counselors, anyone in your OccHealth department, perhaps even her solicitor.
Our company hasn't been messing with a pregnant woman at all, they've acquiesced completely.
And there's a reason for that... Don't you think if there was actual proof of grounds for dismissal she'd be out the door faster than you could blink?
It's the team that has taken the fall doing the unpaid overtime and having our stress levels go through the roof trying to keep on top of things.
Then either suck it up, force management to resolve the problem caused by their failure to implement contingencies, or just all leave. Either way, hammering the pregnant woman herself for it won't actually fix anything.
Our reward for this is to be accused of thought crime on the internet for noticing we're taking the fall for someone who has evidence mounting that they're malingering.
Take the evidence and her to court (or whatever legal authority is available to you - Line Manager CEO, or whatever), try the case and see where you get, then.... If there's proof, you'll win. If there isn't, BOHICA.
definitely no sign of any discomfort whatsoever on our office days, even if apparently too ill to work from home the day before).
Well, yes, that's the point - There often is no sign. There are usually no signs for a myriad different other ailments, especially mental illnesses, and yet they're often very real.
