SYA

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Appeal  ( Access to information/files/records )

If you wish to appeal a warning issued due to your absence, then you should do so within 7 days of that warning. The reasons for your appeal depends on you. If you feel the warning was harsh, then use that as a reason for your appeal. However, at the meeting, you will have to explain why you think the warning was harsh.

You do not have to give specifics when submitting your appeal in writing. That is what the meeting is for.

In order to prepare for the meeting, which must be held within 7 days of the appeal being submitted, you are entitled to have access to your SYA file and whatever copies from that file you require.

You may find inconsistencies in your file. You may not. You may find, from your file, that Next Steps should have been issued rather than a warning. It all depends on what is in your file.

You are allowed immediate access to your SYA file whenever you face an AR or any Disciplinary/Appeal regarding your absence, in order to prepare.

if they are issuing any sort of sanction under SYA and have information confirming "WHY" such a sanction is to be put in place then that information MUST  also be available to you at that time. They can't give a decision based upon your history if that history is not available to you.


NOTE: Access to your Personnel file is different. If you wish to look at your Personnel file and have copies of certain documents, then Tesco must respond within 40 days as per Policies For Our People.
Unless, of course, you face an Investigatory/Disciplinary Meeting where certain documents from your Personnel file may be used. In which case, you are entitled to immediate access in order to prepare for such meetings.



Mitigating Circumstances

(SYA: 5.17-5.20)

A Summary:

This is the term used to describe absences which are NOT included in the absence calculation to decide if disciplinary action is to be taken. It refers to those absences that are allowed under the terms of the Supporting Your Attendance policy and do not affect the attendance record of staff concerned.

1. Accidents at work - where the individual is found not to be responsible.

2. Accidents outside of work - immediate time off following an accident outside of work where it is clear that the individual is not to blame.

3. Hospital Appointments - reasonable time off will be agreed if the appointment cannot be organised outside working time. The time off needs to be planned and agreed with the Line Manager.

4. Planned Operations - Individuals are entitled up to a maximum of three calendar months of absence that is a direct result of waiting for an operation. This does not include cosmetic surgery.

5. Pregnancy related sickness - this includes any sickness absence related to pregnancy.

6. Fertility Treatment - any time off that is taken in accordance with Tesco Policy.

7. Bereavement - any time off that is taken in accordance with Tesco policy.

8. Compassionate, Emergency, Paternity, Parental and Adoptive Leave - any time taken in accordance with Tesco policy.

9. Notifiable diseases - any time off that is due to an illness that is legally notifiable under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR).

Managers can also choose to exclude from the decision to take disciplinary action any other substantial reason that is considered reasonable. For example, this can be used for specific local situations, such as heavy snowfall.


Related articles:
AR Next Steps
Welcome Back Meeting (WBM).
Bereavment leave.
Lifestyle Breaks.
Time Off For Dependants(TOFD on VLH)
Time Off For Dependants (TOFD)(External, ACAS site) Contains the following

The right is to a reasonable amount of time off, although it is not stated how much is reasonable. In most cases a day or two will be sufficient to deal with the immediate crisis, but it will depend on the individual circumstances.