Hi, was wondering if anybody could give me some professional advice. My Government owned fire station is responsible for implementing its own policies. Government, has just implemented a CDP payment for all personnel. However, management within the fire station want to link this payment to attendance/absenteeism and punctuality.
We have a Maintenance Of Skills Training (MOST) Program that records training/development and highlights gaps in each person's development. Although very long periods of absence will negatively affect development and will be picked up by the MOST programme, management want to use the withholding of CPD payments for absence that may not affect a person's training or development programme (we currently have a 14 day sick leave entitlement that contain warnings at different points, including the option of disciplinary procedures). We can understand withholding payments for long lay offs that affect development, but not for absence that does not affect development
In addition, they want to penalise late comers by withholding CPD payments, despite there being a disciplinary procedure for habitual latecomers.
Management are adamant on pushing this through, however, many of us feel that they are utilising CPD payments in the wrong way. We have disciplinary procedures for dealing with absenteeism and punctuality, why should they use a professional development payment to further chastise personnel? Is this unethical? Is it illegal?
I welcome any professional opinions on this matter.