Will invoking the company disciplinary procedure be the best means of dealing with all instances of absence and poor performance?

A distinction should be made between absence due to a medically certified illness and instances of unauthorised absence or malingering. The same distinction should be made between poor performance due to carelessness or laziness and that due to the employee's inherent inability to function. Where an employee is absent through ill health or injury or genuinely unable to reach the required standard of work, the issue becomes one of capability.