1. Introduction. 2. The PCT s Policy. 3. The Legal Position. 4. Sick Pay. 5. Pre-Employment. 6. Notification of Sickness Absence

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "1. Introduction. 2. The PCT s Policy. 3. The Legal Position. 4. Sick Pay. 5. Pre-Employment. 6. Notification of Sickness Absence"

Transcription

1 MANAGEMENT OF SICKNESS ABSENCE POLICY 1. Introduction 2. The PCT s Policy 3. The Legal Position 4. Sick Pay 5. Pre-Employment a. Health Screening 6. tification of Sickness Absence a. Certification Arrangements b. Return to Work 7. Managing Sickness Absence a. Monitoring 8. Short Term Sickness 9. Serious/Prolonged Sickness a. Termination of Employment & tice Arrangements 10. In Summary 11. Appendix A 12. Appendix B 13. Appendix C 14. Appendix D Page 1 of 15

2 1. INTRODUCTION The PCT is committed to providing a safe and healthy working environment for all of its employees. It recognises the need to ensure that staff are: aware of what they are contributing to the organisation; given the sco-pe to make a real impact on the way they perform their jobs; communicated with on all issues that affect them and those around them; able to work within the best possible working environment available. 2. THE PCT S POLICY All employees and prospective employees of the PCT should be made aware of their responsibility to ensure that as part of their contract of employment they must make every effort to maintain their fitness and availability for work. In return the Trust will provide: a comprehensive Occupational Health service; training to ensure that exposure to risks are minimised and the control of risk is maximised; a generous and fair sick pay scheme; recognition of good attendance through managerial feedback to staff. The guidelines contained in this Policy are aimed at improving employee attendance with its consequent effect on services, whilst at the same time providing a framework within which genuine problems can be dealt with. It is important to note that this policy covers all staff at all levels and sets out to be proactive in its treatment of sickness absence. Frequent absence can affect the quality of our services and increase the workload of our colleagues. The emphasis in handling absence matters is on: a sympathetic, compassionate and understanding approach to cases of genuine and particularly long term sickness including the offer of appropriate support; the need to approach each case on its merits e.g. cases of terminal illness will need particularly sensitive handling; the beneficial effect of high levels of attendance, i.e. consistent high quality service and the impact on the effective performance of other employees. Page 2 of 15

3 pro-active management to ensure those problems relating to sickness are identified at the earliest opportunity to enable the Trust to maintain a healthy workforce. 3. THE LEGAL POSITION Whatever kind of ill health problem results in a poor absence record and no matter how genuine the absence may be, there comes a time when the PCT's need for an employee to attend work regularly will be greater than the need to guarantee continuous employment. Whilst the emphasis will be on helping employees to maintain good health and satisfactory levels of attendance, the law allows employers to end employment for reasons of non-attendance provided we follow a fair procedure. In the event of an unfair dismissal claim, the PCT would need to show that: there had been a reasonable investigation to determine what was causing the absences; the improvement required from the employee was reasonable, in terms of the needs of the individual, the job and the workplace; the decision to dismiss was reasonable in the circumstances; the PCT has followed a fair and reasonable procedure; the PCT complied with the requirements placed on employers under the Disability Discrimination Act SICK PAY The allowances for sick pay are detailed in the Contract of Employment and are calculated on a rolling 12 month basis, from the first day of qualifying sick leave any sick leave in the previous 12 months is taken into consideration when calculating the entitlement. In aggregating periods of sickness absence due to illness no account will be taken of any period of absence due to sickness or disablement arising out of and in the course of duty, i.e. industrial injury. 5. PRE-EMPLOYMENT a. Health Screening When applying for posts candidates are asked to provide information on their recent sickness record and at interview must be asked whether there is any health problem which would preclude them from effectively performing the tasks of the job. It is also recommended that they be asked how many days absence they have had in the last 24 months, together with follow-up questions where appropriate. Page 3 of 15

4 Before any candidate is offered a post they must, having completed a Declaration of Health, receive clearance from the Occupational Health Department who will consider the candidate s health status, taking into account the nature of the job in which they are to be employed. Where necessary, before deciding on their suitability on health grounds, Occupational Health may wish to see the person concerned. In cases where an employee has not disclosed a previous health problem, although asked, this could result in dismissal on the grounds of an act of deception, rather than the health problem itself. 6. NOTIFICATION OF SICKNESS ABSENCE It is the Managers responsibility to ensure that staff are aware to whom in the department they should report their absence, by what time and the consequences of failing to do so, i.e. the non payment of wages/salary. tification should be carried out by the person who is sick (unless their illness prevents them from doing so) by telephoning a manager, or in his/her absence, the deputy. Relatives or other people should make the call only if the person who is off work cannot do it personally. tification to the appropriate manager or his/her representative must be no later than the normal time which they commence work, or in the case of staff on shift work, the commencement of their shift on the first day of absence. Early notification is expected where arrangements must be made to cover shifts or duties. Line managers can be constructive and supportive by keeping in regular and frequent contact with anyone who is off sick. The frequency of this will need to be determined on a case by case basis but should be at least weekly and should be determined, wherever possible, when initial notification of sickness is made. Failure to notify absence within one hour of the scheduled commencement time will result in absence being counted as 'unpaid absence without permission' unless there are exceptional circumstances. a. Certification Arrangements: For the first seven days of each absence staff should complete a selfcertificate/health monitoring form in respect of each period of absence of one day or more; For absence over seven days, staff must submit a GP medical certificate with subsequent certificates submitted to cover extended absence; Staff entering hospital on a planned basis should complete a selfcertificate/health monitoring form immediately prior to their absence. b. Return to Work On their return to work from sickness, all employees must complete a self certificate/health monitoring form (Part A) and will be seen by the appropriate manager. This meeting, which in most cases is likely to be brief, will be on an informal, confidential basis and the employee should be clear that it is normal Page 4 of 15

5 practice. The content of this meeting will of course depend upon the circumstances of the case, taking into account for example, previous sickness record, nature of illness, etc. and may be used to ascertain: whether the employee is fit to return (if in doubt, consult Occupational Health); whether there are any underlying causes for the sickness either domestic or work related; whether any action can be taken to prevent future possible absence; whether advice from the Occupational Health Department is required; whether there are any continuing risks to the individual. At the end of the meeting the manager will complete part B of the form. The manager will keep a written note of the meeting if it has been necessary to express concern about the level of absence. A copy of the form will be sent to the HR Department and the manager will retain one. The employee may have a copy on request. Managers are responsible for monitoring the absence levels of their staff and return to work interviews should be carried out for all staff. Guidance can be sought from the Human Resources or Occupational Health Departments. 7. MANAGING SICKNESS ABSENCE For the purposes of monitoring and dealing with sickness absence there are two categories: frequent short-term sickness absence serious/prolonged sickness absence. Short-term sickness is defined as frequent periods of absence which are both certified and/or self-certified. They will normally be periods of absence of 10 working days or less. These would be cases of frequent intermittent sickness absence, which usually appear unrelated, or of a transient nature. Absence beyond 10 working days will be regarded as prolonged/serious sickness. These would include situations where the employee is absent for prolonged periods of time or recurrent periods of time with a serious health problem. There are guidelines for dealing with both types of absence and these are set out in the following pages. Page 5 of 15

6 The aims of this process are to ensure that: i. all staff absence is closely monitored and therefore decisions made are based on facts; ii. iii. iv. staff who have frequent periods of absence are aware of the effect such absence has on their colleagues and the PCT as a whole; staff with poor attendance records are aware of the action which could be taken if there is no improvement; staff with problems in their work, or domestic situations are given support and guidance; v. an assessment is made of a disabled member of staffs duties if their disability is affecting their attendance at work; vi. managers are able to deal appropriately with situations where an employee's level of absence is unacceptable. a. Monitoring Managers must keep records of staffs sickness and outcomes of return to work interviews. By doing this problems will be highlighted at an early stage and the appropriate support and advice given. This may include: Advice and support from Occupational Health; Risk assessments in the workplace; Training to ensure risks to health are minimised; Advice and support from the HR Department; Reference to other related policies, for example the Stress Policy, Alcohol Policy, Special Leave Policy, Working Time Regulations,Capability etc. Counselling. If the manager has some concerns and feels that the situation needs to be closely monitored, he/she should arrange to see the member of staff on an informal counselling one to one basis to discuss the matter. 8. SHORT TERM SICKNESS ABSENCE Where problems are identified which cannot be resolved by the above measures, then managers must meet with the employee, to explain that their sickness record is unacceptable. Improvements should be identified and a period of time established for these to be made, for example 3 months. This meeting should be documented and the Page 6 of 15

7 employee provided with a copy. This will not be placed on file and does not constitute disciplinary action. In some circumstances it may be necessary to withdraw the right to self-certification. This must only be done on the advice of the HR Department. Should the problem persist without reasonable cause, the employee should be also advised by the manager that there may be grounds for invoking the Disciplinary or Capability Policy and should immediately seek advice from the HR Department. 9. SERIOUS/PROLONGED SICKNESS The aims of this process are to: i. ensure that all employees whose absence due to sickness exceeds 10 working days or whose absence is for recurrent periods of time with a serious health problem are monitored and the appropriate action taken by all relevant parties e.g. Managers, Human Resources, Occupational Health Advisors; ii. iii. create a framework within which all interested parties are consulted to enable a decision on appropriate action to be taken; ensure prompt action is taken and solutions reached which strike an appropriate balance between the needs of the Trust and the employee concerned, whilst at all times treating the employee fairly. In cases of prolonged/serious sickness absence, managers should normally take action aiming towards an early decision on future employment as follows (except where a case requires particularly sensitive handling, e.g. terminal illness): Managers should contact the employee after no longer than 10 working days absence to offer support and show an interest in the employee's well-being. Depending on the nature of the illness, preliminary informal counselling of the employee should commence when an absence of four weeks has occurred, or as appropriate to the individual's health problem. At this stage, managers should contact the HR Department to discuss the way forward. If at this time a definite return to work date is still not known, HR will obtain medical opinion from Occupational Health on prognosis, in particular as it affects ability to work and likelihood of return. HR will establish the potential for employment opportunities with other managers if appropriate. Whilst the Trust has a responsibility to look for alternative work within the organisation, there is no requirement to create alternative employment. If there is no likelihood of a return to work in the foreseeable future, HR will discuss ill health retirement or other options with the employee. Page 7 of 15

8 Where termination of employment appears to be the most likely outcome the employee should be given the opportunity to be accompanied at any meeting by their recognised Trade Union representative or a work colleague. The employee will be kept informed on an ongoing basis of the outcome of discussions. rmally by the time half pay commences, managers, in consultation with Human Resources, should have a firm idea of the prognosis in respect of return to work potential and be able to make a decision with the employee on his/her future employment. Where the HR's Occupational Health Medical Adviser indicates there is a likelihood of a return to work within a reasonable time scale, the employee will be advised that a firm 'return date' must be known, normally no later than three months before the expiry of the maximum entitlement to Occupational Sick Pay. A return to light duties or reduced hours may be agreed for a limited period where possible, as part of a staged approach to achieving full duties. To maintain full salary payment during this period this may be facilitated by using any outstanding holiday entitlement where the employee holds more holiday entitlement than would normally be left for the remainder of the year. This should only be suggested after taking advice from the HR Department. Attention must be paid to our obligation under the Disability Discrimination Act. For example, if following an accident and a prolonged period of absence, an employee requires reasonable adjustment to the work place, this must be considered. The Executive Management Team may grant extension of Occupational Sick pay only in exceptional circumstances at one of it s meetings. There will be no general extensions of sick pay or for any person whose pay expires whilst a Superannuation Division decision is pending. a. Termination of Employment and tice Arrangements in cases of Serious/Prolonged Sickness Absence Contracted notice arrangements will normally apply. It is anticipated that unless an application for ill-health retirement is outstanding, notice will normally be given so that the notice period does not extend beyond the period of half pay. tice will be on full pay. At the PCT s discretion, employees may be given the option of pay in lieu of notice. Where it has not been possible to reach agreement with the employee on the termination arrangements (i.e. where the employee is opposed to the decision to terminate employment) written notice should include information on the employee s right of appeal to the Director of HR. Page 8 of 15

9 If an employee is claiming that their incapacity is due to Industrial Injury/Disease, or there is potential for a link to be made between the incapacity and an accident sustained during employment with the PCT, the Director of Human Resources must be consulted prior to any decision to terminate employment being made. In cases of ill-health retirement the HR Department can advise on whether an employee has the required pensionable service to apply under the NHS Pension Scheme regulations. If that is the case, a meeting will be arranged with the staff member, a representative from HR and if appropriate, the employee's manager. The employee may request that a trade union representative or work colleague be in attendance if they desire. At the meeting the individual should be appraised of the situation and informed of the benefits available to them. If the employee agrees to make an application, this should be done according to the normal procedure. When the result of the application is known HR will write to the applicant informing them of the outcome and detailing any other payments due and when the applicant's service will end. The letter will include a pro forma for them to complete stating that they agree to their retirement on health grounds and the date of termination. 10. IN SUMMARY : Where having monitored sickness absence of an individual employee there is cause for concern: Investigate thoroughly and ensure a fair review of the absence has taken place; Give the employee the opportunity to be accompanied by a recognised Trade Union representative or work colleague at all formal stages; Consult employee at all stages; Seek advice from Occupational Health; Set time limits for reviewing the position and ensure reviews take place; Explain (caution as to) the outcome if there is no return to work within a specified time scale or if there is no improvement in attendance record; Consider the requirements of the Disability Discrimination Act; Consider whether there is any alternative to dismissal; Keep full notes of discussions/meetings and copies of all correspondence ADVICE : Managers are encouraged to seek advice/support at any stage of the procedure from HR who will be pleased to assist. Page 9 of 15

10 Appendix A CONFIDENTIAL WEST SUSSEX PCT HEALTH MONITORING/SELF CERTIFICATION FORM PART A: To be completed by employee immediately on returning to work after all periods of sickness absence. PERSONAL DETAILS Surname Pay : Forenames Directorate/Location PERIOD OF SICKNESS time day Month: year I became unfit for work on: I last worked on: I returned/expect to return on: I was absent for... days on which I was due to work. REASON FOR ABSENCE I was unable to attend for work because:.. (Please state reason for incapacity)... I visited my Doctor: (Name/Address):......on:... INDUSTRIAL INJURY/DISEASE I believe that my absence is as a result of an accident which occurred at work on: or a prescribed industrial disease. I reported the accident / condition to: on: and completed an untoward incident form (where appropriate) tick box DECLARATION I declare that the information given above is true and complete. I did not work during the period of absence. I understand that to give false or misleading information will disqualify me from Occupational sick pay/benefit and can result in disciplinary proceedings which may lead to my dismissal. Signed: Date: PART B: To be completed by Manager through discussion with employee I have discussed the employee s absence with him/her and have no concerns about his/her health/absence record or have some concerns and have taken/will take the following action : (continue on a separate sheet if necessary) Please insert absence code as per Monthly Staff Attendance/Sickness Record... Signed (Manager) : Date: Page 10 of 15

11 Appendix B REFERRAL OF STAFF TO THE OCCUPATIONAL HEALTH DEPARTMENT This form needs to be sent to the Occupational Health Department, Southlands Hospital, Upper Shoreham Road, Shoreham-by-Sea, West Sussex, BN43 6TQ. This referral form can be completed and sent electronically; however, a signed hard copy MUST also be sent to the Occupational Health Department Section A: Details of individual being referred Full name: (please print) Address for correspondence and contact telephone number: Previous name: (or maiden name): DOB: Job title and work location: Contracted hours (full/part time): Date of commencement in this post: Physical demands of job: Office based Moving and handling Standing for long periods of time Computer (DSE/VDU) work Driver Fork lift truck driver Regular shift/night worker (please specify) Control and restraint issues Other duties (please specify) Is the employee a member of the pension scheme? YES/NO Work environment: Contact with bodily fluids Contact with chemicals Food handler Exposure to dust Exposure to noise Working at height/confined spaces Lone worker Use of vibrating tools Exposure to verbal/physical aggression (please specify) Other (please specify) Additional information regarding work situation. Please attach job description Section B: to be completed by Occupational Health Department To be seen by: Appt letter sent Informed by tel. Date, time and location of appointment: Signature of Occupational Health member of staff completing arrangements: Page 11 of 15

12 Section C: Reason for referral Long term sickness absence Work related accident/ill health Short term sickness absence Other Was an accident report form raised in connection with this absence/health issue? YES/NO (If YES, please attach copy and if relevant provide details of the COSHH data hazard sheet and, if appropriate, risk assessment) Any other relevant information: Sickness absence record for the last 12 months (Please continue on additional sheet if necessary and attach to referral form) Date Type of absence (i.e.. of Reason uncertified, self-certified, days medically certified, etc.) Other form of absence (e.g. poor time-keeping giving rise to concerns re. possible alcohol/drug related illness) Hospital in-patient YES/NO Section D: Advice required from Occupational Health Is the individual fit to carry out the full range of duties relating to their normal job? Can you please advise whether there is an underlying health condition affecting their attendance at work? Do you recommend any short-term changes to their work to enable a return for a rehabilitation period? What is the likelihood of the employee being able to fulfil the full duties and responsibilities of their job in the foreseeable future? Do the provisions of the Disabilities Discrimination Act apply in this case? Is the individual fit to return to modified duties of work? If modifications are required are they temporary or permanent? (Please state time scale if temporary) Please tick Are there any aids or equipment, or any alterations to their work or working environment that you feel would aid the recovery/enable the employee to fulfil their full duties and responsibilities? Can you please advise whether there are any conditions at work that may be adversely affecting this individual s health? Is ill-health retirement a consideration? Are you able to estimate when the employee will be able to fulfil the full duties and responsibilities of their job? Is there any specific recommendation you wish to make about the employee which would help in finding an alternative job, if that is necessary? Page 12 of 15

13 Is there any additional help or support you recommend? Other Section E: Details of referring Manager/person Name: Full correspondence address: Job title: Telephone contact number: address: I confirm that I have discussed this referral with the employee and they have agreed to attend Occupational Health. Has Manager already performed Returned to Work Interview or Interview of Concern YES/NO (If YES, please give dates) Signature of referring person: Section F: Consent of individual being referred Date: This section must be signed by the individual being referred and only in EXCEPTIONAL circumstances will a referral form be accepted unsigned. Failure to sign this section may result in the referral form being returned and any appointment or assessment delayed. I confirm the reason for this referral has been discussed with me and I consent to a report being prepared by the Occupational Health Department in relation to this referral. I also understand that following the appointment Occupational Health will send the prepared report to my Manager and Human Resources, and at my request a copy will also be sent to me. If I decline to attend the assessment my Manager may make decisions on the information available to them at the time. Where applicable and to aid continuity of care a copy of the Occupational Health report will be sent to your GP. If you do not wish for this to occur please tick here. Signature of individual being referred: Date: Page 13 of 15

14 SHORT TERM SICKNESS ABSENCE Appendix C Short term sickness is defined as frequent periods of absence which are both certified and un-certified Is period of absence seven days of more? Has notification been received of employees absence within one hour of estimated time of arrival? Try and find out why. Consider absence as unpaid absence without permission Has self-cert been Completed Contact HR & Payroll Department Has employee submitted a GP Medical Certificate Discuss with employee on return Record absence & monitor future episodes Ensure employee completes PCT form Return to work interview Has employee returned to work? Employee to complete PCT monitoring form (Part A) & seen by manager (return to work interview) who completes Part B on return Further certificates from GP required covering period of absence See chart for prolonged absence Page 14 of 15

15 SERIOUS/PROLONGED SICKNESS ABSENCE Appendix D Serious/prolonged sickness absence is defined as beyond 10 working days, to include recurrent or prolonged periods of absence occurring from a serious health problem. Fortunately, Managers have to deal with absence of this nature relatively rarely. Managers are advised to seek assistance from the Human Resources Department. Sickness Monitoring has identified negative impact of sickness absence on service provision and/or concern about employee s ability to return to work in reasonable timescale. Contact HR Department for advice Claim that incapacity due to Industrial Injury? Manager to contact Occupational Health Dept. for medical opinion on prognosis to establish date for return to work Contact Health and Safety Manager Check Accident reporting forms etc. Is employee fit to continue in present job? HR to explore employment opportunities with other Managers/Depts. If none available, is employee a member of the NHS Pension Scheme? Explore possibility of early retirement on grounds of ill health Seek date to terminate employment Page 15 of 15

Sickness Absence Management Policy (replacing policy no. 005/Workforce)

Sickness Absence Management Policy (replacing policy no. 005/Workforce) (replacing policy no. 005/Workforce) POLICY NUMBER 054/Workforce VERSION 4 05.11.13 RATIFYING COMMITTEE HR Executive Forum DATE RATIFIED 10 th January 2011 DATE OF EQUALITY & HUMAN RIGHTS IMPACT ASSESSMENT

More information

SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully Delegated Budgets

SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully Delegated Budgets SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK Staff in Grant Aided Schools with Fully Delegated Budgets POLICY STATEMENT The Southern Education and Library Board is committed to promoting

More information

STAFF SICKNESS MANAGEMENT POLICY MAY

STAFF SICKNESS MANAGEMENT POLICY MAY STAFF SICKNESS MANAGEMENT POLICY MAY 2015 Harington School Rutland office@haringtonschool..com www.haringtonschool.com CONTENTS 1 PURPOSE OF THE POLICY AND PROCEDURE... 3 2 MANAGEMENT RESPONSIBILITIES...

More information

Policy and Procedure. Managing Attendance. Policy and Procedure

Policy and Procedure. Managing Attendance. Policy and Procedure Managing Attendance Policy and Procedure Agreed at CNG on 25 th April 2007 Managing Attendance Policy and Procedure Table of contents: TABLE OF CONTENTS Section 1 The Policy 3 Aim of the Process 3 Key

More information

Managing sickness absence - policy and procedure

Managing sickness absence - policy and procedure Managing sickness absence - policy and procedure Absence Management, Issue 2, March 2008 Page 1 Contents 1. Introduction...3 2. Policy aim...3 3. General guidance...3 4. General responsibilities...4 4.1

More information

Managing Sickness Absence Policy HR022

Managing Sickness Absence Policy HR022 Managing Sickness Absence Policy HR022 To be read in conjunction with section 14 of the NHS Terms and Conditions of Service Handbook Date Drafted: Oct 2008 Review Date: Oct 2010 Version: V1.0 Author of

More information

Elm Park Primary School. Managing Staff Sickness Policy

Elm Park Primary School. Managing Staff Sickness Policy Elm Park Primary School Enriching, Learning, Motivating Managing Staff Sickness Policy Written/reviewed by (SGC model policy 2009) Debbie Williams Start Date January 2012 Review Date January 2014 Headteacher

More information

Thurrock Council. Managing Sickness Absence Policy

Thurrock Council. Managing Sickness Absence Policy Thurrock Council Managing Sickness Absence Policy Contents Page 1. Introduction 5 2 Purpose 5 3. Scope 6 4. Key Responsibilities 6 Employees Managers Human Resources 5. Reporting Sickness Absence 7 Reporting

More information

DRAFT MANAGEMENT OF EMPLOYEE CAPABILITY: ATTENDANCE MANAGEMENT POLICY

DRAFT MANAGEMENT OF EMPLOYEE CAPABILITY: ATTENDANCE MANAGEMENT POLICY DRAFT MANAGEMENT OF EMPLOYEE CAPABILITY: ATTENDANCE MANAGEMENT POLICY CONTENTS Section Page 1 Introduction 2 2 Scope 2 3 Key Responsibilities 3 4 Definitions used Within the Policy 3 5 Recording & Monitoring

More information

POLICY FOR MANAGING SICKNESS ABSENCE

POLICY FOR MANAGING SICKNESS ABSENCE Summary POLICY FOR MANAGING SICKNESS ABSENCE This policy sets out the standards for dealing with sickness absence in a fair, sensitive and supportive way, whilst at the same time recognising the needs

More information

SICKNESS ABSENCE MANAGEMENT PROCEDURE. With effect from xxxxxx

SICKNESS ABSENCE MANAGEMENT PROCEDURE. With effect from xxxxxx SICKNESS ABSENCE MANAGEMENT PROCEDURE With effect from xxxxxx Purpose The purpose of this policy is to provide guidelines on how to manage and support staff through absence due to ill health. When is this

More information

PROCEDURE FOR MANAGING SICKNESS ABSENCE

PROCEDURE FOR MANAGING SICKNESS ABSENCE PROCEDURE FOR MANAGING SICKNESS ABSENCE ORKNEY ISLAND S COUNCIL PROCEDURE FOR MANAGING SICKNESS ABSENCE 1 INTRODUCTION The Council s procedure on the management of sickness absence is outlined below. The

More information

Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE. Agreed June 2013

Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE. Agreed June 2013 Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE Agreed June 2013 To be reviewed 2015 Contents Page 1. Scope and Policy 3 2. Accountability 3 3. Learner Involvement 3 4. Process 4.1 Rules for

More information

Sickness Absence Management Policy and Procedure

Sickness Absence Management Policy and Procedure Sickness Absence Management Policy and Procedure February 2014 SICKNESS ABSENCE MANAGEMENT AND POLICY AND PROCEDURE POLICY STATEMENT 1. Purpose and Core Principles 1.1. Leeds Beckett University aims to

More information

Managing Employee Attendance in Schools

Managing Employee Attendance in Schools Managing Employee Attendance in Schools SICKNESS ABSENCE POLICY AND PROCEDURE Author: Human Resources Version: Date: March 2011 Effective from File Reference: Contents Sickness Absence Policy 1. Policy

More information

MANAGING SICKNESS ABSENCE POLICY

MANAGING SICKNESS ABSENCE POLICY MANAGING SICKNESS ABSENCE POLICY Policy Devised: March 2013 Adopted on: 5 th December 2013 Review date: December 2014 1. BACKGROUND 1.1 From time to time employees may suffer ill health and it is essential

More information

Psychological Wellbeing and the Avoidance and Management of Stress Policy; Alcohol and drugs policy; Dignity within the University policy.

Psychological Wellbeing and the Avoidance and Management of Stress Policy; Alcohol and drugs policy; Dignity within the University policy. Sickness Absence Management Policy Version 1.0 Last amended: August 2014 SICKNESS ABSENCE MANAGEMENT POLICY 1. INTRODUCTION The University recognises and accepts its obligations in respect of employees

More information

Absence Management Policy

Absence Management Policy Absence Management Policy 1. Policy Statement The University is committed to developing a working environment and working practices which help maintain and improve the health of our employees. As such,

More information

Procedure for Managing Sickness Absence and Promoting Attendance for Teachers and Associated Professionals

Procedure for Managing Sickness Absence and Promoting Attendance for Teachers and Associated Professionals 1 Procedure for Managing Sickness Absence and Promoting Attendance for Teachers and Associated Professionals December 2013 2 Contents Pages Introduction and Dundee City Council Corporate Policy 3-4 Absence

More information

Managing Sickness Absence Procedure. Management Guidance

Managing Sickness Absence Procedure. Management Guidance Managing Sickness Absence Procedure. Management Guidance Related Documents: Absence Policy 1. Purpose 1.1. The aim of this procedure is to ensure Tees Valley YMCA adopts a fair and effective approach to

More information

Sickness Absence Management Policy

Sickness Absence Management Policy Bolsover District Council Sickness Absence Management Policy (July 2015) 26 CONTROL SHEET FOR SICKNESS ABSENCE MANAGEMENT POLICY Policy Details Comments / Confirmation (To be updated as the document progresses)

More information

SICKNESS ABSENCE POLICY. Version:

SICKNESS ABSENCE POLICY. Version: SICKNESS ABSENCE POLICY Version: V4 Policy Author: Shajeda Ahmed Designation: Senior Human Resources Manager Responsible Director of Strategy and Business Support Director: EIA Assessed: 22 November 2012

More information

ATTENDANCE MANAGEMENT POLICY

ATTENDANCE MANAGEMENT POLICY ATTENDANCE MANAGEMENT POLICY Recommending Committee: Approving Committee: Signature: Human Resources Directorate Human Resources Council Carole Whewell Designation: Vice Chair Date: September 2008 October

More information

MANAGING ATTENDANCE POLICY

MANAGING ATTENDANCE POLICY MANAGING ATTENDANCE POLICY POLICY Purpose 3 Responsibilities 3 Sickness Schemes 3 PROCEDURE Sickness Notification Procedure 4 4.1 General Principals 4 4.2 Reporting of Sickness Absence 4 4.3 Sickness Absence

More information

Attendance Management Guidance

Attendance Management Guidance Attendance Management Guidance As at 15 September 2009-1 - Contents Page 1. Policy statement 3 2. Purpose 3 3. Scope 4 4. Confidentiality 4 5. Preventing sickness absence 5 6. Roles 5 7. Occupational health

More information

Managing Absence Procedure

Managing Absence Procedure Managing Absence Procedure Human Resources 1 Introduction 1.1 The University is committed to maintaining the health, safety and wellbeing of its most important asset its workforce, and will seek to adopt

More information

ATTENDANCE MANAGEMENT POLICY

ATTENDANCE MANAGEMENT POLICY ATTENDANCE MANAGEMENT POLICY Co-ordinator: Director of HR Reviewer: Grampian Area Partnership Forum Approver: Grampian Area Partnership Forum Signature Signature Signature Identifier: NHSG/POL/39/HR Review

More information

POLICY. Sickness Management Policy

POLICY. Sickness Management Policy POLICY Sickness Management Policy Contact Officer Director of Personnel Purpose The Sickness Management Policy plays a significant role in facilitating the health and wellbeing of staff and promoting health

More information

2. Responsibilities for Notification Requirements

2. Responsibilities for Notification Requirements 1. Policy Summary UCD s demonstrates the university s commitment to staff members health and welfare at work, specifically outlining the university s managing attendance and sick leave policy in this regard.

More information

Sickness Management Policy

Sickness Management Policy Sickness Management Policy Human Resources UpdatedSept 2012 AJR/HR/Sickness Management Policy 1.0 PURPOSE 1.1 The University is committed to promoting the health, safety and welfare of its employees. The

More information

PROCEDURE FOR MANAGING SICKNESS ABSENCE GUIDANCE FOR MANAGERS

PROCEDURE FOR MANAGING SICKNESS ABSENCE GUIDANCE FOR MANAGERS PROCEDURE FOR MANAGING SICKNESS ABSENCE GUIDANCE FOR MANAGERS 2 1 Introduction PROCEDURE FOR MANAGING SICKNESS ABSENCE GUIDANCE FOR MANAGERS CONTENTS 2 Notification/Certification of Sickness Absence 3

More information

Health & Wellbeing Framework. Absence Management Policy

Health & Wellbeing Framework. Absence Management Policy Health & Wellbeing Framework Absence Management Policy 1 Introduction This Policy is part of the Health & Wellbeing Framework which is made up of a number of elements which together encompass all formal

More information

2.1 notes the statistics and information contained within this report;

2.1 notes the statistics and information contained within this report; DUNDEE CITY COUNCIL REPORT TO: Personnel Committee - 15 August 2005 REPORT ON: REPORT BY: Sickness Absence Management Assistant Chief Executive (Management) REPORT NO: 485-2005 1 PURPOSE OF REPORT 1.1

More information

Policy Name: SICKNESS ABSENCE POLICY AND PROCEDURES FOR SCHOOL BASED STAFF. Version: November 2009. Approved By: Date Approved:

Policy Name: SICKNESS ABSENCE POLICY AND PROCEDURES FOR SCHOOL BASED STAFF. Version: November 2009. Approved By: Date Approved: Policy Name: SICKNESS ABSENCE POLICY AND PROCEDURES FOR SCHOOL BASED STAFF Version: November 2009 Approved By: Date Approved: Review Date: November 2010 1 SICKNESS ABSENCE - POLICY AND PROCEDURES 1 Introduction

More information

International Students House Health and Absence Management Policy

International Students House Health and Absence Management Policy International Students House Health and Absence Management Policy PURPOSE International Students House accepts that employees will, on occasions, find themselves unable to attend work due to sickness.

More information

SIR THOMAS RICH S Staff Sickness Absence Policy

SIR THOMAS RICH S Staff Sickness Absence Policy 1 SIR THOMAS RICH S Staff Sickness Absence Policy Date reviewed: October 2014 Status: Responsibility: The School s senior management team (SMT) draws up the school s Staff Sickness Absence Policy. It is

More information

Appendix S ATTENDANCE MANAGEMENT POLICY

Appendix S ATTENDANCE MANAGEMENT POLICY Appendix S ATTENDANCE MANAGEMENT POLICY This Policy sets out the Council's expectations of both managers and employees in the management of attendance at work, particularly with regard to sickness absence.

More information

NHS North Somerset Clinical Commissioning Group

NHS North Somerset Clinical Commissioning Group NHS North Somerset Clinical Commissioning Group HR Policies Managing Sickness Absence Approved by: Quality and Assurance Group Ratification date: September 2013 Review date: September 2016 Elaine Edwards

More information

ATTENDANCE MANAGEMENT POLICY

ATTENDANCE MANAGEMENT POLICY ATTENDANCE MANAGEMENT POLICY CONTENTS 1. GENERAL PRINCIPLES 2. ROLES & RESPONSIBILITIES 1.1 EMPLOYEE 1.2 MANAGER 1.3 HUMAN RESOURCES 1.4 HEALTH & SAFETY SERVICES OCCUPATIONAL HEALTH 1.5 TRADE UNION RESPRESENTATIVES

More information

CONTENTS. What is long term sickness? Page 2. Keeping in Contact during Absence Page 2. Medical Certificates Page 2

CONTENTS. What is long term sickness? Page 2. Keeping in Contact during Absence Page 2. Medical Certificates Page 2 CONTENTS What is long term sickness? Page 2 Keeping in Contact during Absence Page 2 Medical Certificates Page 2 The Role of the Occupational Health Service Page 2 Access to Health Records Act (1990) Page

More information

FARLINGAYE HIGH SCHOOL STAFF ABSENCE MANAGEMENT POLICY (ALSO SEE STAFF SPECIAL ABSENCE POLICY)

FARLINGAYE HIGH SCHOOL STAFF ABSENCE MANAGEMENT POLICY (ALSO SEE STAFF SPECIAL ABSENCE POLICY) FARLINGAYE HIGH SCHOOL STAFF ABSENCE MANAGEMENT POLICY (ALSO SEE STAFF SPECIAL ABSENCE POLICY) Draft: July 2012 Adopted by Governors: July 2012 To be reviewed: July 2015 Member of staff responsible: Headteacher

More information

Attendance Management Policy Statement

Attendance Management Policy Statement Attendance Management Policy Statement 1 Attendance Management Policy Statement The Principles of this Managing Staff Attendance Policy..is committed to maintaining the health, safety and welfare of its

More information

Attendance Management Policy

Attendance Management Policy Attendance Management Policy Date Impact Assessed: March 2014 Version No: 1 No of pages: 18 Date of issue: March 2014 Date of next review: March 2016 Distribution: All employees Published: March 2014 Attendance

More information

DRAFT Sickness Absence Management Policy and Procedure

DRAFT Sickness Absence Management Policy and Procedure DRAFT Sickness Absence Management Policy and Procedure 1. Scope The Council s Sickness Absence Management Policy and Procedure (SAMP) applies to all employees and forms part of the contract of employment.

More information

Brighton Hill Community School. Staff Absence

Brighton Hill Community School. Staff Absence Staff Absence Contents of this policy: Rationale Purpose Aim GUIDELINES for ABSENCE due to sickness 1. Reporting Procedure 2. Certification Procedures 3. Time off for medical appointments 4. Return to

More information

Sickness Absence Management Policy and Procedure

Sickness Absence Management Policy and Procedure Sickness Absence Management Policy and Procedure The Trust strives to ensure equality of opportunity for all, both as a major employer and as a provider of health care. This procedural document has been

More information

Sickness Absence Procedures. Effective from January 2015

Sickness Absence Procedures. Effective from January 2015 Sickness Absence Procedures Effective from January 2015 Contents Preliminary 1 Introduction... 4 2 Scope and definitions... 4 3 Principles... 5 4 Monitoring of sickness absence and sickness records...

More information

Document Title Sickness Absence Management

Document Title Sickness Absence Management Document Title Sickness Absence Management Document Description Document Type Human Resources Policy Service Application Whole of Trust Version 1 Policy reference no. HR/2010/0007 Lead Author(s) Katharine

More information

Management Referral for Occupational Health Assessment

Management Referral for Occupational Health Assessment Management Referral for Occupational Health Assessment Information for the referring manager The reason for requesting an assessment MUST be discussed with the member of staff and his/her agreement obtained

More information

South Cave Bears Day Nursery Staff Absence Management Procedure

South Cave Bears Day Nursery Staff Absence Management Procedure South Cave Bears Day Nursery Staff Absence Management Procedure South Cave Bears Day Nursery encourages all its employees to maximise their attendance at work while recognising that employees will, from

More information

Cardiff and Vale University Health Board. Sickness Absence Policy

Cardiff and Vale University Health Board. Sickness Absence Policy Cardiff and Vale University Health Board Sickness Absence Policy Approved by: Welsh Partnership Forum Business Committee Issue Date: September 2015 Review Date: October 2016 Document Title: Sickness Absence

More information

Attendance Management Policy 1

Attendance Management Policy 1 Scope: All Staff Effective Date: Aug 2009 Responsible Dept: Human Resources Equality Impact Assessment: Completed April 2012 Last updated by/date: May 2012 Next review date: May 2015 Associated links &

More information

THE HARRIS FEDERATION STAFF ATTENDANCE AND SICKNESS MANAGEMENT POLICY

THE HARRIS FEDERATION STAFF ATTENDANCE AND SICKNESS MANAGEMENT POLICY THE HARRIS FEDERATION STAFF ATTENDANCE AND SICKNESS MANAGEMENT POLICY Sickness 1. Scope of the Procedure 1.1 This procedure applies to all teaching and support staff employed in the academy who meet the

More information

STAFF SICKNESS AND ABSENCE MANAGEMENT POLICY

STAFF SICKNESS AND ABSENCE MANAGEMENT POLICY STAFF SICKNESS AND ABSENCE MANAGEMENT POLICY AIMS To ensure that staff absence is managed in a way which safeguards the interests of the students and other staff whilst at the same time showing understanding

More information

Managing Sickness Absence and Attendance at Work Policy and Procedure

Managing Sickness Absence and Attendance at Work Policy and Procedure Managing Sickness Absence and Attendance at Work Policy and Procedure Ratification Process Lead Author: Developed by: Approved by: Senior OD & HR Manager, C&P CCG Senior OD & HR Manager, C&P CCG Joint

More information

Attendance Management / Sickness Absence Management Practice Guidance Note Managers Guidelines - Attendance / Sickness Management V02

Attendance Management / Sickness Absence Management Practice Guidance Note Managers Guidelines - Attendance / Sickness Management V02 Attendance Management / Sickness Absence Management Practice Guidance Note Managers Guidelines - Attendance / Sickness Management V02 Date Issued Planned Review PGN No: Issue 1 May 2014 May 2017 ASM-PGN-01

More information

Supporting Attendance Policy

Supporting Attendance Policy Supporting Attendance Policy Reference Number: 117 Author & Title: Gayle Williams Deputy HR Business Partner Responsible Director: Director of HR Review Date: 05 November 2018 Ratified by: Director of

More information

MANAGEMENT OF SICKNESS ABSENCE AND SICK PAY 1. ATTENDANCE POLICY STATEMENT... J1 2. ATTENDANCE POLICY - GENERAL GUIDELINES... J1

MANAGEMENT OF SICKNESS ABSENCE AND SICK PAY 1. ATTENDANCE POLICY STATEMENT... J1 2. ATTENDANCE POLICY - GENERAL GUIDELINES... J1 Annex B SECTION J - MANAGEMENT OF SICKNESS ABSENCE AND SICK PAY 1. ATTENDANCE POLICY STATEMENT... J1 2. ATTENDANCE POLICY - GENERAL GUIDELINES... J1 3. PROCEDURE FOR DEALING WITH UNACCEPTABLE REPEATED

More information

Sickness absence policy

Sickness absence policy Sickness absence policy This policy forms part of your contract of employment. The councils are entitled to introduce minor and non-fundamental changes to this policy by notifying you of these changes

More information

POLICY FOR THE MANAGEMENT OF ABSENCE DUE TO SICKNESS

POLICY FOR THE MANAGEMENT OF ABSENCE DUE TO SICKNESS Directorate of Organisational Development & Workforce POLICY FOR THE MANAGEMENT OF ABSENCE DUE TO SICKNESS Reference: OWP007 Version: 1.0 This version issued: 31/05/12 Result of last review: N/A Date approved

More information

SICKNESS ABSENCE MANAGEMENT POLICY. Guidance for managers

SICKNESS ABSENCE MANAGEMENT POLICY. Guidance for managers SICKNESS ABSENCE MANAGEMENT POLICY Content Policy statement 1. Principles 2. Sickness absence procedure 3. Sick pay 4. Handling absence 5. Frequent short term absences 6. Long term sickness 7. Appeals

More information

ATTENDANCE MANAGEMENT AND REHABILITATION POLICY. 1. Introduction

ATTENDANCE MANAGEMENT AND REHABILITATION POLICY. 1. Introduction 1. Introduction Throughout this Policy, the words Translink Company and/or the Group refer to all corporate entities under the ownership of the Northern Ireland Transport Holding Company (NITHC). This

More information

Attendance Management Policy

Attendance Management Policy Attendance Management Policy Document Reference: Version: Ratified by: Date ratified: Name of originator/author: Name of responsible committee/individual: Date issued: Review date: Target audience: Document

More information

Policy Document Control Page. Title: Managing Attendance - Sickness Absence Policy And Procedure

Policy Document Control Page. Title: Managing Attendance - Sickness Absence Policy And Procedure Policy Document Control Page Title Title: Managing Attendance - Sickness Absence Policy And Procedure Version: 4 Reference Number: HR7 Supersedes Supersedes: Version 3 Description of Amendment(s): 9.1

More information

SOLIHULL METROPOLITAN BOROUGH COUNCIL. Sickness Absence Management

SOLIHULL METROPOLITAN BOROUGH COUNCIL. Sickness Absence Management SOLIHULL METROPOLITAN BOROUGH COUNCIL Sickness Absence Management 1 SICKNESS ABSENCE MANAGEMENT What does this procedure cover? Page 1. Introduction 3 2. Scope of Policy 3 3. Policy Statement 3 4. Principles

More information

SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES

SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURES 1. INTRODUCTION 11. The Dublin Institute of Technology (hereinafter called the Institute ) recognises that regular attendance is an essential part of the

More information

POLICY AND PROCEDURE

POLICY AND PROCEDURE SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE 2 Version History Version Status Author Date Comments 1 Initial Draft AGH 23/04/13 Initial draft for discussion 2 Amended AGH 11/11/13 Amended following

More information

Management of Absence Policy for all School Based Staff

Management of Absence Policy for all School Based Staff City and County of Swansea Education Department Management of Absence Policy for all School Based Staff Sickness absence management policy and procedure The following policy and procedure is provided for

More information

SICKNESS ABSENCE POLICY AND PROCEDURE

SICKNESS ABSENCE POLICY AND PROCEDURE SICKNESS ABSENCE POLICY AND PROCEDURE START DATE: April 2014 NEXT REVIEW March 2016 COMMITTEE APPROVAL: Joint Management/Trade Union Consultative Committee CHAIRS SIGNATURE: STAFF SIDE CHAIR S SIGNATURE:

More information

Managing Attendance Policy and Procedure

Managing Attendance Policy and Procedure Managing Attendance Policy and Procedure Committee responsible for review Resource Agreed date Spring 2015 Review date Spring 2017 1 CONTENTS Page Introduction 3 Types of sickness absence 4 Informal management

More information

MANAGEMENT OF SICKNESS ABSENCE POLICY AND PROCEDURE

MANAGEMENT OF SICKNESS ABSENCE POLICY AND PROCEDURE 1. INTRODUCTION MANAGEMENT OF SICKNESS ABSENCE POLICY AND PROCEDURE This procedure applies to all school based staff employed by Walsall MBC Education Service. It is important that suitable rules and procedures

More information

Managing Attendance Protocol & Procedure

Managing Attendance Protocol & Procedure This is an official Northern Trust policy and should not be edited in any way Managing Attendance Protocol & Procedure Reference Number: NHSCT/11/419 Target audience: This protocol is directed to all Trust

More information

MANAGING ATTENDANCE POLICY AND PROCEDURE

MANAGING ATTENDANCE POLICY AND PROCEDURE MANAGING ATTENDANCE POLICY AND PROCEDURE Policy Number HR 029 Date Ratified October 2010 Next Review Date October 2013 Policy Statement/Key Objectives To ensure that Lancashire Care NHS Foundation Trust

More information

BIRMINGHAM CITY UNIVERSITY ACADEMIES TRUST SICK PAY AND ABSENCE MANAGEMENT SCHEME

BIRMINGHAM CITY UNIVERSITY ACADEMIES TRUST SICK PAY AND ABSENCE MANAGEMENT SCHEME BIRMINGHAM CITY UNIVERSITY ACADEMIES TRUST SICK PAY AND ABSENCE MANAGEMENT SCHEME 1. Introduction 1.1. BCUAT wants to ensure that employees who are absent from work due to ill-health or injury receive

More information

SICKNESS AND ABSENCE POLICY. Sickness and Absence Policy Date Ratified: February 2012 Date to be Reviewed: September 2014 Page 1 of 31

SICKNESS AND ABSENCE POLICY. Sickness and Absence Policy Date Ratified: February 2012 Date to be Reviewed: September 2014 Page 1 of 31 SICKNESS AND ABSENCE POLICY Page 1 of 31 DOCUMENT DETAILS Document Title Sickness & Absence Policy Document Number POL/HR/WCN/1010 Version Number 001 Replaces N/A If new document, reason for development

More information

Attendance Management Policy and Procedures

Attendance Management Policy and Procedures Attendance Management Policy and Procedures Attendance Management Policy..2 The Short Term Attendance Management Procedure...10 Explanation of Terms Used.13 The Stages of the Short Term Procedure.16 Introduction

More information

MANAGING SICKNESS ABSENCE POLICY

MANAGING SICKNESS ABSENCE POLICY MANAGING SICKNESS ABSENCE POLICY Policy reference HR09 SUMMARY AUTHOR VERSION This policy outlines the organisations approach to managing sickness absence Alison Ewart - HR Business Partner Version 2 -

More information

Standards, Performance and Attendance Policy

Standards, Performance and Attendance Policy Standards, Performance and Attendance Policy 1. Purpose Monitor s Standards, Performance and Attendance Policy (the Policy) describes the standard of conduct required of people working for Monitor on and/or

More information

NOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY. Documentation Control

NOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY. Documentation Control NOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY Documentation Control Reference HR/P&C/003 Date approved 4 Approving Body Trust Board

More information

Managing Sickness Absence Policy Managing Sickness Absence Policy

Managing Sickness Absence Policy Managing Sickness Absence Policy Managing Sickness Absence Policy Managing Sickness Absence Policy Version 3, January 2009 http://www.becta.org.uk page 1 of 21 Contents Introduction... 3 Scope... 3 Duties and responsibilities... 3 General...

More information

CYRIL JACKSON PRIMARY SCHOOL STAFF SICKNESS ABSENCE POLICY

CYRIL JACKSON PRIMARY SCHOOL STAFF SICKNESS ABSENCE POLICY CYRIL JACKSON PRIMARY SCHOOL STAFF SICKNESS ABSENCE POLICY VISION: Cyril Jackson is a safe and stimulating environment where children encounter challenging and creative learning experiences. Each member

More information

ProcedureType text here. Sickness Absence Management Procedure for Employees based in City Schools/Colleges and other establishments

ProcedureType text here. Sickness Absence Management Procedure for Employees based in City Schools/Colleges and other establishments ProcedureType text here Sickness Absence Management Procedure for Employees based in City Schools/Colleges and other establishments January 2007 LEICESTER CITY COUNCIL LOCAL AUTHORITY Sickness Absence

More information

Sickness Absence Management Policy and Procedure

Sickness Absence Management Policy and Procedure Sickness Absence Management Policy and Procedure September 2012 SICKNESS ABSENCE MANAGEMENT & POLICY & PROCEDURE POLICY STATEMENT 1. Purpose and Core Principles 1.1 Leeds Metropolitan University aims to

More information

Managing Sickness Absence

Managing Sickness Absence Managing Sickness Absence Introduction... 3 Policy purpose and scope... 3 Responsibilities... 4 Head teachers and line managers... 4 Employees are responsible for:... 5 General points and principles...

More information

Improving Attendance Guidance

Improving Attendance Guidance Improving Attendance Guidance For School Based Staff Under the Purview of A Governing Body Revised September 2013 This Policy and Procedure have been approved in line with the Public Sector Equality Duty

More information

Absence Management Policy and Procedures. Version 1 Ratified 12/10/11

Absence Management Policy and Procedures. Version 1 Ratified 12/10/11 Absence Management Policy and Procedures Version 1 Ratified 12/10/11 ABSENCE MANAGEMENT POLICY AND PROCEDURES PART 1: GENERAL POLICY 1. Introduction 1.1 E-ACT is committed to creating a positive working

More information

Attendance Management

Attendance Management Attendance Management 1. Introduction - policy purpose, aims and application 2. Roles and Responsibilities and Procedures for Staff and Managers 3. Required Levels of Attendance and Hospital Appointments

More information

MANAGING ATTENDANCE PROCEDURE (SICKNESS) (All Staff) September 2013

MANAGING ATTENDANCE PROCEDURE (SICKNESS) (All Staff) September 2013 MANAGING ATTENDANCE PROCEDURE (SICKNESS) (All Staff) September 2013 The Academy Board of Washwood Heath Academy adopted this procedure on 8 October 2013 and it will be reviewed on annually Washwood Heath

More information

UNIVERSITY OF ULSTER SICKNESS ABSENCE POLICY

UNIVERSITY OF ULSTER SICKNESS ABSENCE POLICY UNIVERSITY OF ULSTER SICKNESS ABSENCE POLICY 01/06/2010 1 CONTENTS INTRODUCTION 1 Section 1 GENERAL PRINCIPLES 2 Section 2 ROLE IDENTIFICATION 3 Section 3 REPORTING OF SICKNESS ABSENCE 6 Section 4 MONITORING

More information

Dixons Trinity Academy

Dixons Trinity Academy Dixons Trinity Academy Policy Documentation Policy: Attendance - Staff Responsibility for Review: Principal Date of Last Review: June 2015 Attendance - Staff Principles The Academy is committed to maintaining

More information

Sickness Absence Management Policy and Procedure

Sickness Absence Management Policy and Procedure Sickness Absence Management Policy and Procedure 1. Purpose It is recognised that during a period of employment members of staff may be absent from work as a result of ill-health or injury. The University

More information

MANAGING SICKNESS ABSENCE POLICY Policy reference LWHR04

MANAGING SICKNESS ABSENCE POLICY Policy reference LWHR04 MANAGING SICKNESS ABSENCE POLICY Policy reference LWHR04 SUMMARY AUTHOR VERSION This policy outlines the organisations grievance procedure. Kelly Brook, Senior HR Associate Final EFFECTIVE DATE 5 th March

More information

Absence Management Policy and Procedures

Absence Management Policy and Procedures Absence Management Policy and Procedures Part 1 General Policy 1. Introduction 1.1 ARK Academies is committed to creating a positive working environment. Employees who are absent from work due to sickness

More information

Absence Management Policy Market House 14 Market Street Lerwick

Absence Management Policy Market House 14 Market Street Lerwick Absence Management Policy Market House 14 Market Street Lerwick A charitable company limited by guarantee registered in Scotland No. 165677 Registered Office Market House, 14 Market Street, Lerwick, Shetland

More information

The Newcastle upon Tyne Hospitals NHS Foundation Trust. Employment Policies and Procedures

The Newcastle upon Tyne Hospitals NHS Foundation Trust. Employment Policies and Procedures The Newcastle upon Tyne Hospitals NHS Foundation Trust Employment Policies and Procedures Employee Wellbeing Policy Incorporating Absence Management Procedure Version No.: 11.0 Effective Date: 01 April

More information

This policy should be read in conjunction with the following statement:

This policy should be read in conjunction with the following statement: Policy Number Policy Title HR07 CORPORATE POLICY AND PROCEDURE FOR THE MANAGEMENT OF ATTENDANCE Accountable Director Executive Director of Workforce Author HR Business Partner / Deputy Director of Workforce

More information

MANAGING SICKNESS ABSENCE PROCEDURE

MANAGING SICKNESS ABSENCE PROCEDURE MANAGING SICKNESS ABSENCE PROCEDURE MANAGING SICKNESS ABSENCE CONTENTS PAGE OVERALL CONTEXT 2 OUTLINE OF PROCEDURE SHORT TERM SICKNESS- 4 (1.0) FIRST FORMAL STAGE 4 (3.0) STAGE 2 6 (4.0) STAGE 3 7 (5.0)

More information

Sickness Absence Policy

Sickness Absence Policy Human Fertilisation & Embryology Authority Sickness Absence Policy In this policy: 1 Introduction 2 Notification 3 Paid sick leave 4 Statutory sick pay 5 Short term sickness absence 6 Long term sickness

More information

Attendance Management Policy. Policy Type Statutory Review period 2 years Date created: 2013/14 Next Review: 2015/16. 1. Introduction...

Attendance Management Policy. Policy Type Statutory Review period 2 years Date created: 2013/14 Next Review: 2015/16. 1. Introduction... Attendance Management Policy Governor Committee Responsible Full Governors School Staff member Responsible School Business Manager Policy Type Statutory Review period 2 years Date created: 2013/14 Next

More information

A Social Welfare medical certificate is required from all staff except those on Class D PRSI where an ordinary medical certificate is sufficient.

A Social Welfare medical certificate is required from all staff except those on Class D PRSI where an ordinary medical certificate is sufficient. Code: QA105 Title: Sick Leave Date: 27/1/2015 Approval: UMT 1.0 Purpose Sick Leave entitlements, approval, recording and reporting. 2.0 Description Sick Leave forms an integral part of each staff member

More information