BBC Health and Sickness Absence Policy
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- Arleen Phillips
- 8 years ago
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1 BBC Health and Sickness Absence Policy Note: the Welsh translation of this Policy can be found below. This policy applies to all employees at the BBC. It forms part of the contract of employment that applies to BBC employees in the UK on Grades 2-11, and is an agreed statement between the BBC and recognised joint unions which may only be varied by joint negotiation at the National Joint Council. Content 1. Sickness Absence 2. Managing Sickness Related Absence 3. Medical Examinations 4. Infectious and Contagious Diseases Definition This policy sets out how the BBC will support employees during sickness absence and with other health-related matters. If an employee has frequent short-term sickness absences, or a prolonged period of ill health the procedures in this policy should normally be followed. The BBC recognises that sickness absence may be disability-related. Where an employee is disabled or becomes disabled during their employment the BBC Guide to Supporting, Retaining and Recruiting Disabled Staff will be used. Principles Managers may refer employees to the BBC s Occupational Health Service for advice and/or examination at any time during their employment. Employees should take all reasonable steps to attend BBC Occupational Health Service appointments and should cooperate fully with the Occupational Health process. If an employee considers they are affected by a disability or any medical condition which affects their ability to undertake their work they should inform their manager. The BBC reserves the right to require employees not to report for work if they have been in contact with infectious or contagious diseases, or if the BBC considers that the employee is otherwise unfit to attend work due to sickness or injury. There is no entitlement to paid sickness absence (over and above statutory sick pay) which is granted at the discretion of the BBC. The application of this policy will be in accordance with the Data Protection Act and the BBC s Data Protection Handbook. 1. Sickness Absence Reporting Procedure BBC Health & Sickness Absence Policy Page 1 of 12
2 On their first working day of sickness absence, employees must notify their manager, as soon as is reasonably practical of their absence from work due to sickness and the expected length of absence. They should also provide their manager with their current contact details. Employees must continue to keep their manager informed of their progress and likely return to work date. During periods of sickness absence, employees may be contacted by their manager or HR, in order to discuss their wellbeing. Managers may contact employees during their sickness absence for any urgent workrelated query. Contact should be of a reasonable level taking into consideration that the employee is sick. Employees must: provide a self-certification form for an absence that lasts from four to seven consecutive days, including days off, if required; provide a signed Statement of Fitness for Work (Fit Note) or Return to Work Plan (RTWP) from Fit for Work for an absence that lasts for eight or more consecutive days, including days off; and record the end date of their absence in accordance with their local procedures for recording sickness absence Managers reserve the right to ask for written self-certification for any absences if the employee has been absent for more than a total of three days during any 12 month period. Absence that has not been notified in accordance with the above reporting procedure will be treated as unauthorised absence. If employees fail to follow the requirements of this procedure or the manager doubts the integrity of the evidence provided, the BBC Disciplinary Policy may be applied. Statutory Sick Pay Statutory Sick Pay (SSP) is a minimum weekly payment which employers must pay for 28 weeks to qualifying employees. Employees who are excluded from receiving SSP or who have exhausted their SSP entitlement may be entitled to claim sickness benefits from the state. BBC Sick Pay There is no entitlement to paid sickness absence over and above SSP. BBC Sick Pay is granted at the discretion of the BBC. However, where employees have complied with the reporting procedure, it is the BBC s normal practice to pay employees during sickness absence, in accordance with the following limits: Less than 2 years continuous service Up to 4 weeks BBC Sick Pay for each illness; and Up to 13 weeks BBC Sick Pay for all absences. More than 2 years continuous service Up to 8 weeks BBC Sick Pay for each illness; and BBC Health & Sickness Absence Policy Page 2 of 12
3 Up to 26 weeks BBC Sick Pay for all absences in a 2 year period* * The 2 year period is the full calendar year in which the current sickness absence falls and the previous full calendar year. A week is defined as 7 days to include all days off. BBC Sick Pay is calculated as basic pay and any continuing allowances which would normally be paid during authorised absence; it does not include any additional payments e.g. night payments. BBC Sick Pay is inclusive of any SSP. If an employee is reaching the limits of their BBC or SSP the manager should advise them in writing, within a reasonable timeframe. Sickness and Annual Leave Employees who are sick during a period of annual leave may have the leave credited if they provide a Statement of Fitness for Work (Fit Note) or similar medical certificate from a local doctor (if the employee is away from home) confirming the dates of the sickness. Self-certification will not be accepted as proof of sickness when employees are sick during a period of annual leave. If a period of sickness absence lasts longer than three months the employee s contractual annual leave entitlement may be reduced pro rata to no less than 28 days, including public holidays, for full-time employees. The relevant adjustment should be made for part-time employees. Employees who are unable to take their leave in the year in which it accrued due to longterm sickness may carry forward a maximum of 20 days annual leave into the following leave year. The carry-over of leave should be approved in advance by their manager and must be taken within 18 months of the end of the leave year in which it accrued or it will lapse. Sickness Absence due to an Off Duty Accident If a period of sickness absence is as a result of an accident or injury caused by a third party, in respect of which damages may be payable, employees must immediately notify their manager of that fact and of any claim compromise, settlement or judgement made or awarded in connection with it and all relevant particulars the BBC may reasonably require. The employee will be eligible for sick pay advances equivalent to the BBC Sick Pay they would have received. The employee shall repay to the BBC that part of any damages or compensation received by them relating to the sick pay advance for the period of sickness absence as the BBC may reasonably determine. If the sick pay advance is refunded in full, the period of sickness absence will not be included in calculating whether an employee has reached their BBC Sick pay limit. If, however, no refund is made or the refund is made in part, the BBC at it s discretion will decide to what extent the period of sickness absence will be taken into account. 2. Managing Sickness Related Absence If an employee has frequent short-term absences, the manager may require employees to attend a meeting on their return to work to discuss with the employee the reasons for the absence. The manager may consider referring the employee to the BBC s Occupational Health Service. BBC Health & Sickness Absence Policy Page 3 of 12
4 If there is no underlying medical reason for the absences and the manager has concerns about the employee failing to reach or maintain the required standards of job performance or if the level of absence is unacceptable the BBC Capability Policy or the BBC Disciplinary Policy will normally be followed. Where there is an underlying medical reason for short-term absences or in cases of longterm sickness absence, the manager will keep in regular contact with the employee about their health. The informal discussions may include:- the medical advice from the BBC s Occupational Health Service the return to work prognosis reasonable adjustments that could enable a return to work. If the medical advice is that the employee cannot carry out their role to the required standard in the foreseeable future, the manager will arrange a meeting to discuss this with the employee under the Formal Procedure in this policy. Formal Procedure The manager will arrange a meeting with the employee to discuss their sickness absence. Manager Advice will be available to provide advice and guidance to managers. At any formal meeting, the hearing manager may arrange a note taker to take summary notes of the meeting. A copy of the summary notes will be sent to the employee and their representative (if appropriate) for comment. Provided comments are received within a reasonable timeframe, as defined by the hearing manager, they will be held with the original notes from the meeting. In advance of the meeting the manager will write to the employee setting out why they are contemplating taking action under this policy. In cases where the outcome may be termination of employment the letter will warn the employee of this. Employees should take all reasonable steps to attend the meeting. The employee has the right to be accompanied at the meeting by an accredited trade union representative or a BBC colleague (other than a practising lawyer). The manager should consider matters such as the following during the meeting (this is not exhaustive): the medical advice including the employee s prognosis and any recommendations, and whether further advice is required; the effect the medical condition and/or the employee s absences are having on the employee s performance in their current role; the effect the employee s absences are having on the business; and the reasonable adjustments that could be made to enable a return to work. Managers can also refer to the BBC Guide to Supporting, Retaining and Recruiting Disabled Staff. Examples of action that may be taken are: making reasonable adjustments to the working conditions of the employee s current job; implementing an appropriate rehabilitation plan; BBC Health & Sickness Absence Policy Page 4 of 12
5 finding suitable alternative employment within the BBC; or terminating the employment on the grounds of medical incapacity. An employee s employment will usually only be terminated on the grounds of medical incapacity if reasonable adjustments cannot be made to the working environment or if suitable alternative employment cannot be found within a reasonable period. Where termination occurs, an incapacity pension may apply on the basis that an individual cannot carry out their normal occupation and this is likely to permanently and substantially impair their earning capacity. Where such pension payments do not apply, the manager may, in conjunction with the HR Business Partner, consider whether it is appropriate to make an ex gratia payment to the employee on the grounds of ill-health. The manager will advise the employee of their decision in writing after the meeting Depending on the matters discussed at the first meeting, and/or how matters progress, a further formal meeting or meetings may be necessary. The employee has the right to appeal against termination on the grounds of medical incapacity. All appeals will be conducted in accordance with the BBC Appeals Policy. 3. Medical Examinations The manager may request that the employee undergo a medical examination with the BBC s Occupational Health Service at any time during their employment. There may be a minority of job roles where there is a genuine job-related reason for an individual to undergo a medical examination with the BBC s Occupational Health Service prior to the offer of employment. If an employee chooses not to attend an examination the BBC will make decisions regarding their employment based on the information which is available. Managers will arrange for an employee to be referred to the BBC Occupational Health Service where there are reasonable grounds to do so. The reasons include, but are not limited to, the following; their fitness for work their ability to carry out their duties effectively their capability to attend work regularly their state of health may be a source of danger to themselves or others they have been offered a job or are currently undertaking a role that has special medical or health surveillance requirements they have been offered a role overseas the employee is a night worker under the Working Time Regulations 1998 Procedure the employee is returning to work after a period of sickness absence guidance is required on adjustments to the role The manager must explain to the individual the reason for the referral and the arrangements for the examination(s). BBC Health & Sickness Absence Policy Page 5 of 12
6 Employees will be offered the opportunity to view the BBC Occupational Health Service report prepared on them, prior to it being sent to the manager. If necessary, the employee will be asked to give consent for the BBC s Occupational Health Service to consult with their own doctor and the employee should respond to such a request without unreasonable delay. Any medical report sent by their doctor will be provided in accordance with the Access to Medical Reports legislation. 4. Infectious and Contagious Diseases Employees who have been in close contact (e.g. with a member of their immediate family) with an infectious or contagious disease, such as tuberculosis, chicken pox, measles, meningitis or other serious condition that could be passed on to work colleagues, should notify their manager and seek advice from their doctor or the BBC s Occupational Health Service on the need to stay away from work. This is especially important if one of their colleagues is pregnant. If they are required not to attend work as a precautionary measure they will be granted paid leave. Employees must follow the usual procedures for sickness absence if they are suffering from an infectious or contagious disease. If advised to refrain from work employees cannot return without clearance from their doctor or the BBC s Occupational Health Service. BBC Health & Sickness Absence Policy Page 6 of 12
7 Polisi Absenoldeb oherwydd Iechyd a Salwch y BBC Mae'r polisi hwn yn berthnasol i holl gyflogeion y BBC. Mae'n rhan o r contract cyflogaeth sy n berthnasol i gyflogeion y BBC yn y DU ar Raddfeydd Datganiad y cytunwyd arno rhwng y BBC ac undebau ar y cyd cydnabyddedig yw hwn ac ni ellir ond ei amrywio drwy drafodaethau ar y cyd yn y Cydgyngor Cenedlaethol. Cynnwys 5. Absenoldeb oherwydd salwch 6. Rheoli Absenoldeb sy'n gysylltiedig â Salwch 7. Archwiliadau Meddygol 8. Clefydau Heintus ac Ymledol Diffiniad Mae'r polisi hwn yn nodi sut y bydd y BBC yn cefnogi cyflogeion yn ystod absenoldeb oherwydd salwch a gyda materion eraill cysylltiedig ag iechyd. Os bydd cyflogai yn absennol am gyfnodau byr yn aml oherwydd salwch, neu'n absennol oherwydd cyfnod hir o waeledd, fel arfer dylid dilyn y drefn sydd wedi'i nodi yn y polisi hwn. Mae'r BBC yn sylweddoli y gall absenoldeb oherwydd salwch fod yn gysylltiedig ag anabledd. Os yw cyflogai yn anabl neu yn dod yn anabl yn ystod ei gyflogaeth, bydd Canllaw'r BBC ar Gefnogi, Cadw a Recriwtio Staff Anabl yn cael ei ddefnyddio. Egwyddorion Gall Rheolwyr gyfeirio cyflogeion at Wasanaeth Iechyd Galwedigaethol y BBC am gyngor a/neu archwiliad ar unrhyw adeg yn ystod eu cyflogaeth. Dylai cyflogeion gymryd pob cam rhesymol i fynychu apwyntiadau Gwasanaeth Iechyd Galwedigaethol y BBC a chydweithio'n llawn â'r broses Iechyd Galwedigaethol. Os yw cyflogai o'r farn bod anabledd neu gyflwr meddygol yn effeithio ar ei allu i wneud ei waith dylai ddweud wrth ei reolwr. Mae'r BBC yn cadw'r hawl i fynnu nad yw cyflogai yn dod i'r gwaith os yw wedi bod mewn cysylltiad â chlefyd heintus neu ymledol, neu os yw'r BBC o'r farn nad yw'r cyflogai mewn cyflwr digon da i fod yn y gwaith oherwydd rhyw salwch neu anaf arall. Nid oes gan gyflogai hawl i absenoldeb oherwydd salwch gyda thâl (ac eithrio tâl salwch statudol) a ganiateir ar ddisgresiwn y BBC. Rhoddir y polisi hwn ar waith yn unol â'r Ddeddf Diogelu Data a Llawlyfr y BBC ar Ddiogelu Data. BBC Health & Sickness Absence Policy Page 7 of 12
8 1. Absenoldeb oherwydd salwch Y Weithdrefn Adrodd Ar y diwrnod gwaith cyntaf y mae'n absennol, rhaid i'r cyflogai hysbysu ei reolwr o'i absenoldeb o'r gwaith oherwydd salwch cyn gynted ag y bo'n hynny'n ymarferol a rhoi gwybod iddo am ba hyd y mae'n disgwyl bod yn absennol. Dylai hefyd roi ei fanylion cyswllt cyfredol i'w reolwr. Mae'n rhaid i gyflogai gadw mewn cysylltiad â'i reolwr er mwyn rhoi gwybod iddo sut mae'n dod yn ei flaen a phryd y mae'n debygol o fod yn ôl yn y gwaith. Yn ystod cyfnodau o absenoldeb oherwydd salwch, efallai y bydd rheolwr yr unigolyn dan sylw neu'r adran AD yn cysylltu â'r cyflogai i drafod ei les. Efallai y bydd rheolwyr yn cysylltu â chyflogeion yn ystod eu cyfnod o absenoldeb oherwydd salwch ynghylch unrhyw ymholiad pwysig sy'n gysylltiedig â'r gwaith. Dylid cadw unrhyw gyswllt ar lefel resymol gan gofio bod y cyflogai'n sâl. Mae'n rhaid i'r cyflogai wneud y canlynol: darparu ffurflen hunanardystio yng nghyswllt unrhyw absenoldeb sy'n para am bedwar i saith diwrnod ar ôl ei gilydd, gan gynnwys dyddiau i ffwrdd, os oes angen; darparu Datganiad Ffitrwydd i Weithio wedi'i lofnodi (Nodyn Ffitrwydd) neu Gynllun Dychwelyd i Weithio o Ffit i Weithio yng nghyswllt absenoldeb sy'n para am wyth diwrnod neu ragor ar ôl ei gilydd, gan gynnwys dyddiau i ffwrdd; a cofnodi dyddiad olaf ei absenoldeb yn unol â'r drefn leol ar gyfer cofnodi absenoldeb salwch Mae rheolwyr yn cadw'r hawl i ofyn am hunanardystiad ysgrifenedig ar gyfer unrhyw absenoldeb os yw'r cyflogai wedi bod yn absennol am fwy na thri diwrnod mewn unrhyw gyfnod o 12 mis. Bydd absenoldeb na roddwyd gwybod amdano yn unol â'r drefn adrodd uchod yn cael ei drin fel absenoldeb heb ei awdurdodi. Os bydd cyflogai yn methu cydymffurfio â gofynion y drefn hon neu os yw'r rheolwr yn amau dilysrwydd y dystiolaeth a ddarparwyd, gellir rhoi Polisi Disgyblu'r BBC ar waith. Tâl Salwch Statudol Taliad wythnosol sylfaenol y mae'n rhaid i gyflogwyr ei dalu am 28 wythnos i gyflogeion sy'n gymwys i'w dderbyn yw Tâl Salwch Statudol (SSP). Efallai y bydd cyflogeion sydd wedi'u heithrio rhag cael SSP neu sydd wedi defnyddio hynny o SSP y mae ganddynt hawl i'w gael yn gallu hawlio budd-daliadau salwch gan y wladwriaeth. Tâl Salwch y BBC Nid oes gan gyflogeion hawl i absenoldeb salwch â thâl heblaw am y Tâl Salwch Statudol (SSP). Caniateir Tâl Salwch y BBC ar ddisgresiwn y BBC. Fodd bynnag, lle mae cyflogeion wedi cydymffurfio â'r drefn adrodd, mae'r BBC fel arfer yn talu ei chyflogeion dros gyfnod o absenoldeb oherwydd salwch, o fewn y terfynau canlynol: BBC Health & Sickness Absence Policy Page 8 of 12
9 Llai na 2 flynedd o wasanaeth di-dor Hyd at 4 wythnos o Dâl Salwch y BBC ar gyfer pob salwch; a Hyd at 13 wythnos o Dâl Salwch y BBC ar gyfer yr holl absenoldebau. Mwy na 2 flynedd o wasanaeth di-dor Hyd at 8 wythnos o Dâl Salwch y BBC ar gyfer pob salwch; a Hyd at 26 wythnos o Dâl Salwch y BBC ar gyfer yr holl absenoldebau mewn cyfnod o 2 flynedd* *Mae'r cyfnod o 2 flynedd yn golygu y flwyddyn galendr lawn lle digwydd yr absenoldeb salwch cyfredol a'r flwyddyn galendr lawn flaenorol. Diffinnir wythnos fel 7 diwrnod gan gynnwys pob diwrnod i ffwrdd. Cyfrifir Tâl Salwch y BBC fel tâl sylfaenol ac unrhyw lwfansau parhaol a fyddai fel arfer yn cael eu talu yn ystod cyfnod o absenoldeb wedi'i awdurdodi; nid yw'n cynnwys unrhyw daliadau ychwanegol e.e. taliadau nos. Mae Tâl Salwch y BBC yn cynnwys unrhyw SSP. Os yw cyflogai yn nesu at y terfyn o ran ei dâl salwch gan y BBC neu SSP dylai'r rheolwr ei hysbysu'n ysgrifenedig o hyn, o fewn cyfnod rhesymol o amser. Salwch a Gwyliau Blynyddol Os bydd cyflogai'n sâl yn ystod cyfnod o wyliau blynyddol mae'n bosib y caiff y dyddiau gwyliau hynny'n ôl os yw'n darparu Datganiad o Ffitrwydd i Weithio (Nodyn Ffitrwydd) neu dystysgrif feddygol debyg gan feddyg lleol (os yw'r cyflogai oddi cartref) yn cadarnhau dyddiadau'r salwch. Ni dderbynnir hunanardystiad fel prawf o salwch pan fydd cyflogai'n sâl yn ystod cyfnod o wyliau blynyddol. Os bydd cyfnod o salwch yn para mwy na thri mis, efallai y bydd nifer y dyddiau o wyliau blynyddol y mae gan gyflogai yr hawl iddynt yn ôl ei gontract yn gostwng pro rata hyd isafswm o 28 diwrnod, gan gynnwys gwyliau cyhoeddus, yng nghyswllt cyflogeion amser llawn. Dylid addasu hawl cyflogeion rhan-amser fel sy'n berthnasol. Mae cyflogeion nad ydynt yn gallu cymryd eu gwyliau yn ystod y flwyddyn y cronnwyd y gwyliau oherwydd salwch hirdymor, yn gallu cario uchafswm o 20 diwrnod o wyliau blynyddol drosodd i'r flwyddyn wyliau nesaf. Dylai hyn gael ei gymeradwyo ymlaen llaw gan eu rheolwr a rhaid cymryd y gwyliau sydd wedi'i gario drosodd cyn pen 18 mis i ddiwedd y flwyddyn wyliau y cronnwyd y gwyliau neu bydd yn cael ei golli. Absenoldeb Salwch oherwydd Damwain pan Nad oedd y Cyflogai ar Ddyletswydd Os bydd cyfnod o absenoldeb oherwydd salwch yn deillio o ddamwain neu anaf a achoswyd gan drydydd parti, lle y gallai iawndal fod yn daladwy, mae'n rhaid i'r cyflogai hysbysu ei reolwr o hynny ar unwaith ac o unrhyw gyfaddawd, setliad neu ddyfarniad o ran hawliad a wnaed neu a ddyfarnwyd mewn cysylltiad â hyn a'r holl fanylion perthnasol y gallai'r BBC fod eu hangen. Bydd y cyflogai yn gymwys i gael blaendaliadau salwch cyfwerth â'r Tâl Salwch y byddai wedi'i dderbyn gan y BBC. Bydd y cyflogai'n talu'n ôl i'r BBC y gyfran honno o unrhyw iawndal neu daliad digolledu y mae wedi'i gael sy'n berthnasol i'r blaendal salwch ar gyfer y cyfnod o absenoldeb perthnasol y mae'r BBC yn ei ystyried yn rhesymol. BBC Health & Sickness Absence Policy Page 9 of 12
10 Os caiff y blaendal salwch ei ad-dalu'n llawn, ni fydd y cyfnod o absenoldeb salwch yn cael ei gynnwys wrth gyfrifo a yw cyflogai wedi cyrraedd y terfyn tâl salwch a ganiateir gan y BBC. Fodd bynnag, os na thelir y blaendal yn ôl, neu os na thelir ond cyfran o'r blaendal yn ôl, bydd y BBC, yn ôl ei ddisgresiwn, yn penderfynu i ba raddau y caiff y cyfnod o absenoldeb oherwydd salwch ei ystyried. 2. Rheoli Absenoldeb sy'n gysylltiedig â Salwch Os bydd cyflogai'n absennol am gyfnodau byr yn aml, gall y rheolwr ei gwneud yn ofynnol i'r cyflogai fynychu cyfarfod ar ôl iddo ddychwelyd i'r gwaith i drafod y rhesymau dros ei absenoldeb. Gall y rheolwr ystyried cyfeirio'r cyflogai at Wasanaeth Iechyd Galwedigaethol y BBC. Os nad oes rheswm meddygol wrth wraidd yr absenoldebau a bod y rheolwr yn pryderu na fydd y cyflogai'n gallu cyrraedd neu gynnal y safonau gofynnol o ran ei berfformiad yn ei swydd neu os yw lefel yr absenoldeb yn annerbyniol, fel arfer bydd Polisi Galluogrwydd y BBC neu Bolisi Disgyblu'r BBC yn cael ei ddilyn. Lle bo rheswm meddygol wrth wraidd absenoldebau tymor byr neu mewn achosion o absenoldeb hirdymor oherwydd salwch, bydd y rheolwr yn cadw mewn cysylltiad yn rheolaidd â'r cyflogai ynglŷn â'i iechyd. Gall trafodaethau anffurfiol gynnwys y canlynol:- y cyngor meddygol gan Wasanaeth Iechyd Galwedigaethol y BBC y prognosis o ran dychwelyd i weithio addasiadau rhesymol a allai alluogi cyflogai i ddychwelyd i weithio. Os mai'r cyngor meddygol yw na all y cyflogai gyflawni ei rôl i'r safon sy'n ofynnol hyd y gellir rhagweld, bydd y rheolwr yn trefnu cyfarfod i drafod hyn gyda'r cyflogai o dan y Weithdrefn Ffurfiol yn y polisi hwn. Y Weithdrefn Ffurfiol Bydd y rheolwr yn trefnu cyfarfod gyda'r cyflogai i drafod ei absenoldeb salwch. Bydd Cyngor i Reolwyr ar gael i roi cyngor ac arweiniad i reolwyr. Mewn unrhyw gyfarfod ffurfiol, gall y rheolwr yn y gwrandawiad drefnu i rywun gymryd nodiadau cryno o'r cyfarfod. Bydd copi o'r nodiadau cryno yn cael ei anfon at y cyflogai a'i gynrychiolydd (os yw'n briodol) i gael sylwadau. Gyhyd ag y derbynnir sylwadau mewn amser rhesymol, fel y diffinnir gan reolwr y gwrandawiad, byddant yn cael eu cadw gyda nodiadau gwreiddiol y cyfarfod. Cyn y cyfarfod, bydd y rheolwr yn ysgrifennu at y gweithiwr i ddweud pam maent yn ystyried cymryd camau o dan y polisi hwn. Mewn achosion lle mae'n bosibl mai terfynu cyflogaeth fydd y canlyniad, rhybuddir y cyflogai o hyn yn y llythyr. Dylai'r cyflogai wneud popeth o fewn ei allu i fod yn bresennol yn y cyfarfod. Mae gan y cyflogai hawl i ddod â chynrychiolydd undeb llafur achrededig neu gydweithiwr yn y BBC (ac eithrio rhywun sy'n gweithio fel cyfreithiwr ar y pryd) gydag ef i'r cyfarfod. Dylai'r rheolwr ystyried materion fel y canlynol yn ystod y cyfarfod (nid yw hon yn rhestr gyflawn): y cyngor meddygol, gan gynnwys prognosis y cyflogai ac unrhyw argymhellion, ac a oes angen cyngor pellach; yr effaith y mae cyflwr meddygol a/neu absenoldebau'r gweithiwr yn ei chael ar berfformiad y cyflogai yn ei swydd bresennol; BBC Health & Sickness Absence Policy Page 10 of 12
11 yr effaith y mae absenoldebau'r cyflogai yn ei chael ar y busnes; ac addasiadau rhesymol y gellid eu gwneud a fyddai'n galluogi'r cyflogai i ddychwelyd i weithio. Gall rheolwyr gyfeirio hefyd atganllaw'r BBC ar Gefnogi, Cadw arecriwtio Staff Anabl. Dyma rai enghreifftiau o'r camau y gellid eu cymryd: gwneud addasiadau rhesymol i amodau gwaith y cyflogai yn ei swydd bresennol; rhoi cynllun adsefydlu priodol ar waith; dod o hyd i swydd arall addas i'r cyflogai o fewn y BBC; neu terfynu cyflogaeth y cyflogai ar sail analluogrwydd meddygol. Fel arfer, dim ond os nad oes modd gwneud addasiadau rhesymol i amgylchedd gwaith y cyflogai neu os nad oes modd dod o hyd i swydd arall addas o fewn cyfnod rhesymol o amser y caiff cyflogaeth cyflogai ei derfynu ar sail analluogrwydd meddygol. Os terfynir cyflogaeth y cyflogai, efallai y bydd pensiwn analluogrwydd yn berthnasol ar y sail nad yw unigolyn yn gallu dilyn ei alwedigaeth arferol a bod hyn yn debygol o amharu'n sylweddol a pharhaol ar ei allu i ennill cyflog. Lle nad yw taliadau pensiwn o'r fath yn berthnasol, gall y rheolwr, ar y cyd â Rheolwr Busnes AD, ystyried a fyddai'n briodol i roi taliad ex gratia i'r cyflogai ar sail gwaeledd. Bydd y rheolwr yn hysbysu'r cyflogai'n ysgrifenedig o'r penderfyniad ar ôl y cyfarfod. Yn dibynnu ar y materion a drafodwyd yn y cyfarfod cyntaf, a/neu sut y mae pethau'n datblygu, efallai y bydd angen cynnal cyfarfod neu gyfarfodydd ffurfiol pellach. Mae gan y cyflogai hawl i apelio yn erbyn terfynu ei gyflogaeth ar sail analluogrwydd meddygol. Cynhelir pob apêl yn unol â Pholisi Apeliadau'r BBC. 3. Archwiliadau Meddygol Gall y rheolwr ofyn bod y cyflogai'n cael archwiliad meddygol gan Wasanaeth Iechyd Galwedigaethol y BBC ar unrhyw adeg yn ystod ei gyflogaeth. Yng nghyswllt nifer fach o swyddi, efallai bod rheswm dilys, sy'n gysylltiedig â'r swydd, dros ofyn bod unigolyn yn cael archwiliad meddygol gan Wasanaeth Iechyd Galwedigaethol y BBC cyn cynnig swydd iddo. Os bydd cyflogai'n dewis peidio cael archwiliad bydd y BBC yn gwneud penderfyniadau ynghylch ei gyflogaeth ar sail y wybodaeth sydd ar gael. Bydd rheolwyr yn trefnu bod cyflogai'n cael ei gyfeirio at Wasanaeth Iechyd Galwedigaethol y BBC os oes sail resymol dros wneud hynny. Mae'r rhesymau'n cynnwys y canlynol, ond nid ydynt wedi'u cyfyngu iddynt: ei ffitrwydd i weithio ei allu i gyflawni ei ddyletswyddau'n effeithiol ei allu o ran mynychu'r gwaith yn rheolaidd y gallai ef ei hun neu eraill fod mewn perygl oherwydd cyflwr ei iechyd BBC Health & Sickness Absence Policy Page 11 of 12
12 ei fod wedi cael cynnig swydd neu ei fod yn ymgymryd â rôl ar hyn o bryd sydd â gofynion arbennig o ran cadw golwg ar iechyd neu faterion meddygol ei fod wedi cael cynnig rôl dramor mae'r cyflogai'n weithiwr nos yn ôl Rheoliadau Amser Gwaith 1998 Y Weithdrefn mae'r cyflogai'n dychwelyd i weithio ar ôl cyfnod o absenoldeb oherwydd salwch mae angen canllawiau ar wneud addasiadau i'r rôl Mae'n rhaid i'r rheolwr esbonio'r rheswm dros wneud yr atgyfeiriad i'r unigolyn ynghyd â'r trefniadau ar gyfer yr archwiliad(au). Mae'r cyflogai'n cael cyfle i weld yr adroddiad y mae Gwasanaeth Iechyd Galwedigaethol y BBC wedi'i baratoi amdano, cyn ei anfon at y rheolwr. Os oes angen, gofynnir i'r cyflogai gydsynio i adael i Wasanaeth Iechyd Galwedigaethol y BBC ymgynghori â'i feddyg ei hun a dylai'r cyflogai ymateb i gais o'r fath heb unrhyw oedi afresymol. Caiff unrhyw adroddiad meddygol sy'n cael ei anfon gan ei feddyg ei ddarparu yn unol â deddfwriaeth Mynediad at Gofnodion Meddygol. 4. Clefydau Heintus ac Ymledol Dylai cyflogai sydd wedi bod mewn cysylltiad agos â rhywun (e.e. aelod o'i deulu agosaf) gyda chlefyd heintus neu ymledol, megis twbercwlosis, y frech ieir, y frech goch, llid yr ymennydd neu gyflwr difrifol arall y gellid ei drosglwyddo i'w gydweithwyr, hysbysu ei reolwr o hyn a cheisio cyngor gan ei feddyg neu gan Wasanaeth Iechyd Galwedigaethol y BBC ynghylch a oes angen iddo gadw draw o'r gwaith. Mae hyn yn arbennig o bwysig os yw un o'i gydweithwyr yn feichiog. Os gofynnir iddo gadw draw o'r gwaith er mwyn gochel rhag hyn caniateir gwyliau â thâl iddo. Mae'n rhaid i gyflogeion ddilyn y drefn arferol ar gyfer absenoldeb oherwydd salwch os ydynt yn dioddef o glefyd heintus neu ymledol. Os cynghorir cyflogai i gadw draw o'r gwaith ni chaiff ddod yn ôl heb ganiatâd ei feddyg neu Wasanaeth Iechyd Galwedigaethol y BBC. BBC Health & Sickness Absence Policy Page 12 of 12
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