Attendance Support and Awareness Program. Employee Education Sessions March 2015
|
|
- Dale Horn
- 7 years ago
- Views:
Transcription
1 Attendance Support and Awareness Program Employee Education Sessions March 2015
2 Purpose To ensure fairness and consistency in the management of absenteeism To emphasize the responsibility of every employee to be at work except when s/he is unable to perform their job duties due to illness or injury; To ensure employees are aware of internal and external resources available to assist them to attend work regularly;
3 Rights, Responsibilities and Obligations The hospital has a right to expect employees to attend work on a regular basis Employees have a responsibility to maintain their health and manage commitments outside of work to ensure regular attendance The hospital has an obligation to accommodate employees where required under the Human Rights Code
4 Application Applies to all staff (FT, RPT, Casual, Temporary) Focused on absences due to personal illness WSIB leaves and leaves available through Collective Agreements and/or the Employment Standards Act are not part of this program (i.e. Maternity Leave, Jury Duty, Bereavement Leave, Caregiver Leave etc.)
5 Reporting Your Absence Sick time is for your own personal illness or injury. Sick time is not to be used for any other reason (i.e. ill child, caring for someone else) Medical appointments are not typically considered sick time. If you feel that your appointment should be considered as sick, please contact Employee Health.
6 Reporting Your Absence Follow your department procedure for reporting your absence prior to your regularly scheduled hours of work, for each day that you will be away including your expected return to work date; Contact Employee Health if your absence: will be (5) shifts or greater, or due to a work related illness or injury, or due to a possible communicable illness, or requires a return to work with medical capabilities and restrictions
7 Sick Benefits Full time Short term disability (HOODIP) and Long Term Disability (LTD) Part time % in lieu of benefits Employment Insurance This program does not prevent an employee from accessing benefits they are entitled to through Short or Long Term Disability plans, or Employment Insurance.
8 Non-Medical Issues Employees are accountable for discussing options for dealing with non-medical issues with their manager (i.e. schedule changes, leave of absence etc). Manager accountability to ask the question what is happening and how can we help?
9 Hospital Standard for Absenteeism In the previous six (6) months the employee has been absent due to illness: Three (3) incidents; and Five (5) shifts (of any duration) Absenteeism that meets or exceeds this standard will result in one of the following paths: a) An Attendance Letter and entry into the program, or b) Special Circumstances approval, or c) Remain out of the program and have attendance reassessed at the next six month report (in cases of previously good attendance history)
10 3 Parts of One Program Awareness Entry in Levels Special Consideration
11 Meeting With Your Manager Managers will: Discuss employee s rate of absenteeism Discuss any non-medical contributing factors Provide support and assistance Ensuring expectations are clear Personal health information is confidential and not to be discussed at these meetings. Employee Health is available for these discussions and to provide support
12 Meeting With Your Manager The intention is for the meeting to be a supportive conversation however we acknowledge that this may be uncomfortable for both the staff member and the manager The legitimacy of your absences are not in question Managers will have a checklist to help them navigate the conversation including reminding you not to disclose personal health information and providing support information Employees are accountable to follow up with Employee Health and/or any resources available to improve their ability to attend work on a good and regular basis
13 Union Representation Unionized employees may elect to have a union representative (non-union employees may have a support person) present at any discussions of his/her attendance. The Union will be notified in advance of all meetings with staff members and will receive copies of any letters confirming the content of these meetings. The Union will be requested to attend all meetings at Level 2 and beyond.
14 Special Consideration Employees may request Special Consideration at any time if their absences are due to: Chronic Medical Condition: employee has a chronic medical condition and is in an active treatment plan, which is supported by a specialist s (if applicable) or treating physician s documentation. Serious Time-limited or potentially life threatening Medical Condition: expected to improve within a specific period (e.g. cancer, heart attack, stroke) Admission to Hospital as an inpatient Surgery: which is medically required (i.e. hysterectomy, knee replacement). Surgery that would not be covered under Special Consideration would be elective cosmetic or experimental surgery unless the surgery is for accidental injuries or unless the surgery is medically necessary as determined by the provincial health care plan.
15 Special Consideration Employees approved for Special Consideration will not progress to higher phases in the program for absences related to their special consideration. Instead they will be supported through Employee Health Services directly until such time as: their condition improves, or they are successfully accommodated; or they are not able to (or will not) provide medical documentation to support their absences.
16 Special Consideration Required to provide medical documentation for all absences related to special consideration within 48 hours of returning to work in order for those absences not to count for the purposes of the program Follow up documentation may be required at regular intervals etc. Failure to follow-up with Employee Health within stipulated times and/or providing requested information may result in the employee progressing to the next phase in the Program. Absences unrelated to special consideration will continue to be assessed under the Attendance Support and Awareness Program. Employees with Special Consideration will be part of an ongoing review of acceptable and reasonable attendance. Employees with Special Consideration will be removed from the program with five or fewer absences in a 12-month period.
17 Accommodations Protected grounds (i.e. Disability) Appropriate and satisfactory medical documentation required Many cases require an IME to assist in determining accommodation Alternate work, other accommodation Absenteeism not related to the accommodation will be considered under the policy. When employee has been appropriately accommodated or no longer any supportable underlying medical condition/illness preventing him/her from maintaining regular attendance, the employee will be subject to the hospital standards.
18 Employee Roles and Responsibilities Responsible for own health and wellbeing as well as managing work and home life. Take steps to promote/ensure regular attendance at work Communicate any non-medical issues proactively that may require support or accommodation. Work safely Report absences as instructed as early as possible prior to beginning of shift on first day of absence
19 Employee Roles and Responsibilities Schedule personal and medical appointments (where possible) outside of regular hours. Provide the Medical Absence Form to Employee Health if absence has an expected duration of at least five (5) shifts or at any time it is requested Report all workplace accidents/incidents and/or illnesses promptly to your immediate manager
20 Excessive Absenteeism Excessive absences that have such a negative impact on the operations of the department that, as a result the employee is deemed to be not fulfilling the requirements of the employment contract. Continued excessive innocent absenteeism (even in cases where Special Considerations is applicable) could result in a frustration of the employment relationship and ultimately, termination. A termination of the employee s employment is rare, and may be justified if the Hospital establishes that: a lengthy past record of excessive absenteeism exists; it has satisfied its duty to accommodate; and, the employee is not likely to attend work regularly in the foreseeable future and not eligible for long term disability leave of absence (benefits)
21 Attendance Supports Employee Health x3217 (GMCH) or x2270/4270 (NWHC) Your Manager Woman s Advocate x3600 (GMCH Only) Employee and Family Assistance Program (EFAP) Homewood Health Family Physician FHT Mental Health Help Line General Mental Health Services Information Here 24/ Addictions, Mental Health and Crisis Services (Waterloo - Wellington-Dufferin) Care Dove online tool for locating health services
County of Elgin Section: 9. Policy Number: 9.30. Code - A Date Approved: Oct. 1/87. Page 1 of 20 Date Last Revision: April 13/10
Page 1 of 20 Date Last Revision: April 13/10 COMMITMENTS The County of Elgin and its employees have a mutual interest and shared responsibilities for the maintenance of regular attendance and effective
More informationAttendance Management Guidelines for CUPE Local 2950 Employees
Attendance Management Guidelines for CUPE Local 2950 Employees INTRODUCTION 2 1. EVALUATING AND UNDERSTANDING ABSENTEEISM 3 2. PROMOTING REGULAR ATTENDANCE AT WORK 3 3. MANAGING ABSENTEEISM CONSISTENTLY
More informationUniversity of Alberta Attendance Management Program Support Staff
Program Philosophy In order for the University of Alberta ( the University ) to meet the needs of its community members and provide excellent service we depend upon the contribution of all of our employees.
More informationIf the employee continues to have high absenteeism, the Supervisor will meet with him/her with a goal of correcting the matter.
ATTENDANCE AWARENESS PROGRAM 2014 Revision Purpose of the Program Overview At Trent University, every employee fulfills a key link in the functioning of the team. Consistent and punctual attendance is
More informationPolicy Title OTHER INSURANCE Guide Adopted AUGUST 21, 1989
Policy No. 813 KEYSTONE OAKS SCHOOL DISTRICT Section OPERATIONS Policy Title Guide Adopted AUGUST 21, 1989 Revised MARCH 19, 2001 POLICY NO. 813 1. Purpose Proper School District operation requires that
More informationTHE CORPORATION OF THE CITY OF WINDSOR POLICY
THE CORPORATION OF THE CITY OF WINDSOR POLICY Service Area: Office of the City Clerk Policy No.: HRATT POL - 0001 Department: Human Resources Approval Date: January 21, 2013 Division: Employment and WSIB
More informationAttendance Management Program
YORK UNIVERSITY Attendance Management Program This program is applicable to non academic staff only Prepared by the Department of Human Resources 2 Index Program Objectives... 3 Program Philosophy... 3
More informationFAMILY & MEDICAL LEAVE ACT (FMLA) Department of State Civil Service HR Program Assistance Division 225 342 8274 Date: April 6 and April 11, 2011
FAMILY & MEDICAL LEAVE ACT (FMLA) Department of State Civil Service HR Program Assistance Division 225 342 8274 Date: April 6 and April 11, 2011 1 INTRODUCTION PURPOSE The purpose of this presentation
More informationMANAGING SICKNESS ABSENCE MANAGER S TOOLKIT FREQUENTLY ASKED QUESTIONS. Can services apply different sickness absence notification arrangements?
MNGING SICKNESS BSENCE MNGER S TOOLKIT NOTIFICTION & CERTIFICTION FREUENTLY SKED UESTIONS Can services apply different sickness absence notification arrangements? The standard notification requirements
More informationHow To Manage A Return To Work
Policy Number: CS-1302-2013 Policy Title: Return to Work Occupational & Non-Occupational Absences due to Medical Reasons Policy Policy Owner: Chief Human Resources Officer Effective Date: March 27, 2013
More informationCONTENTS. 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 informationUpdate on the New Public Service Sick Leave Scheme. 1. Start Date for new Public Service Sick Leave Scheme
To: CLERICAL OFFICERS AND CARETAKERS EMPLOYED IN NATIONAL SCHOOLS UNDER THE 1978/79 SCHEME AND CLERICAL OFFICERS EMPLOYED IN POST PRIMARY SCHOOLS UNDER THE 1978 SCHEME THIS IS AN INFORMATION NOTE ONLY
More informationSOUTHERN 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 informationThis policy applies to job applicants, Bargaining Unit Staff, Management / Excluded Staff, Casual Staff and Contractors at Yukon College.
INTRODUCTION This policy applies to job applicants, Bargaining Unit Staff, Management / Excluded Staff, Casual Staff and Contractors at Yukon College. DUTY TO ACCOMMODATE: The Yukon Human Rights Act requires
More informationAdministrative Procedures Memorandum A4008
Page 1 of 40 Date of Issue June 2015 Original Date of Issue February 2014 Subject ATTENDANCE SUPPORT/DISABILITY MANAGEMENT PROGRAM References Links Contact 1. Purpose Human Rights Code (Ontario) Employment
More informationStandard. Operating. Procedures. Manual
Occupational Health Service for Teachers and Special Needs Assistants Standard Operating Procedures Manual A Manual for Boards of Management/Managers & ETB s June 2015 1 Contents Contents... 2 Definitions...
More informationChapter 3 Office of Human Resources Absenteeism Management
Office of Human Resources Absenteeism Management Contents Section A - Background, Objective and Scope............................ 24 Section B - Criterion 1 - Communicating Expectations.......................
More informationSupporting Attendance at Work Program. Guidelines for Employees
Supporting at Work Program Financial Services, June 2006 - at Work Program Philosophy The University, and specifically Financial Services, recognizes its responsibility to provide a working environment
More informationPROCEDURE 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 informationCHAPTER 5: TIME-OFF BENEFITS AND LEAVE PLANS
CHAPTER 5: TIME-OFF BENEFITS AND LEAVE PLANS Time-Off Benefits and Leave Plans Section 500 The college supports your overall health and well-being and your need to balance the challenges of work and family
More informationJOB-SHARING SCHEME FOR ACADEMIC STAFF POLICY & GUIDELINES
JOB-SHARING SCHEME FOR ACADEMIC STAFF POLICY & GUIDELINES 1. APPROVAL OF APPLICATIONS 1.1 Applications for job-sharing will be assessed and approved by the Institute. The Institute will consider favourably
More informationATTENDANCE AGREEMENT NATIONAL AGREEMENT BETWEEN ROYAL MAIL AND THE CWU
ATTENDANCE AGREEMENT NATIONAL AGREEMENT BETWEEN ROYAL MAIL AND THE CWU THE AGREEMENT 1. INTRODUCTION 2. APPROACH TO INDIVIDUALS 3. RETURN TO WORK DISCUSSIONS 4. UNSATISFACTORY ATTENDANCE PATTERN 5. STAGES
More informationNew York Leave Laws. Presented by
Presented by New York Leave Laws The following information discusses the obligations of private employers in the state of New York and City of New York to provide their employees with leave. For each statutory
More informationSICK LEAVE AND SHORT TERM DISABILITY THE PEOPLE CENTER
SICK LEAVE AND SHORT TERM DISABILITY THE PEOPLE CENTER SECTION I PURPOSE OF THE POLICY The purpose of this procedure is to establish guidelines and procedures for using Sick Leave and applying for Short
More informationThe Board provides family and medical leave for eligible staff members under the following circumstances:
3430.01 - FAMILY & MEDICAL LEAVE OF ABSENCE ("FMLA") Introduction In accordance with Federal and State law, the Board of Education will provide family and medical leave to professional staff. The Board's
More informationLeave from Work to Care for A Family Member
Leave from Work to Care for A Family Member YOUR LEGAL RIGHTS 1. What rights do family/medical leave laws provide? Federal and state law provide certain employees with the right to take an unpaid leave
More informationMANAGING 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 informationPURPOSE PRINCIPLES REQUIREMENTS HALTON CATHOLIC DISTRICT SCHOOL BOARD ADMINISTRATIVE PROCEDURE NO.: VI-76 OCTOBER 2009 REVIEWED:
PURPOSE To establish the guidelines for managing the Board s Attendance Support Program in conjunction with its Wellness initiative PRINCIPLES This operating procedure applies to all personnel working
More informationPublic Service Sick Leave Scheme COMMUNICATION PACK
Public Service Sick Leave Scheme COMMUNICATION PACK 03/03/2014 DOCUMENT 1: UPDATE FOR HR/Employee Relations Departments To: All HR Managers/Employee Relations Managers Re: Update on the New Public Service
More informationHUMAN RESOURCES MANAGEMENT POLICY SICK LEAVE. Policy 19
HUMAN RESOURCES MANAGEMENT POLICY SICK LEAVE Policy 19 NOTE: THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE MEDICAL UNIVERSITY OF SOUTH CAROLINA
More informationSTAFF 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 informationAVON MAITLAND DISTRICT SCHOOL BOARD ADMINISTRATIVE PROCEDURE NO. 402
AVON MAITLAND DISTRICT SCHOOL BOARD ADMINISTRATIVE PROCEDURE NO. 402 SUBJECT: Legal References: ATTENDANCE REPORTING: STAFF Education Act: Section 283 Chief Executive Officer: Maintain an Effective Organization;
More informationA guide for injured workers. Returning to work. April 2011
A guide for injured workers Returning to work April 2011 Contents 1. Getting back to work 1 Ideas to help you return to work 2 Staying positive 2 Your employer s legal obligations 3 Anti-discrimination
More informationMember Handbook. Regina Civic Employees Long Term Disability Plan
Member Handbook Regina Civic Employees Long Term Disability Plan Table of Contents About the Plan.. Eligibility and Enrollment.... Contributions Definition of Disability.. Applying for Benefits... Qualifying
More informationPolicies Policy Information/Details
Page 1 of 18 Sites Divisions Directories Communication Resources Market About Advocate Health Care Policies Policy Information/Details back search help Site/Location Systemwide Policy Number 90.013.010
More informationLONG TERM DISABILITY INSURANCE CERTIFICATE BOOKLET
LONG TERM DISABILITY INSURANCE CERTIFICATE BOOKLET GROUP INSURANCE FOR MONROE CO COMMUNITY COLLEGE SCHOOL NUMBER 704 TEACHERS The benefits for which you are insured are set forth in the pages of this booklet.
More informationFAMILY MEDICAL LEAVE ACT (FMLA)
FAMILY MEDICAL LEAVE ACT (FMLA) Source: Federal Law, State of Ohio FMLA Policy Contact: Office of Employee Services FMLA Policy: BASIC LEAVE ENTITLEMENT The Family and Medical Leave Act (FMLA) allows an
More informationAdministrative Procedures Memorandum A4007
Page 1 of 9 Date of Issue May 2015 Original Date of Issue March 2011 Subject WORKPLACE SAFETY AND INSURANCE BOARD (WSIB) CLAIMS References Links Contact Workplace Safety & Insurance Act (Ontario) Human
More informationEffective Management of Sickness Absence Procedure
Effective Management of Sickness Absence Procedure 1. Introduction 1.1. This procedure is intended to be read in conjunction with the Managing Sickness Absence Policy and Code of Practice. 1.2. The University
More informationHuman 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 informationUnderstanding FMLA Employee/Employer Rights and Responsibilities
Understanding FMLA Employee/Employer Rights and Responsibilities By George W. Ports III, SPHR Introduction The Family and Medical Leave Act of 1993 (FMLA) entitles eligible employees to take up to 12 or
More informationAttendance & Absence Management Suite of Policies
Attendance & Absence Management Suite of Policies Governors Committee Responsible for the Policy: Standards Committee Date Approved: March 2015 Recommended Review Period: Annual Date for Review: March
More informationFLORIDA ATLANTIC UNIVERSITY WORKERS COMPENSATION RETURN TO WORK PROGRAM
FLORIDA ATLANTIC UNIVERSITY WORKERS COMPENSATION RETURN TO WORK PROGRAM APPLICABILITY/ACCOUNTABILITY: In compliance with statutory requirement, this program provides general guidelines for employees who
More informationPolicy 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 informationFARLINGAYE 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 informationAlcohol and Drug Program
Alcohol and Drug Program June 5, 2013 Table of Contents Strathcona County Alcohol and Drug Program 1 PURPOSE... 3 2 PROGRAM STATEMENT... 3 3 RESPONSIBILITIES... 3 4 PREVENTION, ASSISTANCE, REHABILITATION...
More informationVersion 4 SPECIAL LEAVE POLICY. A Policy and procedure giving guidance on the Special Leave provisions within the Trust.
Version 4 SPECIAL LEAVE POLICY A Policy and procedure giving guidance on the Special Leave provisions within the Trust. Authorised by: TEG Date authorised: December 2005 Next review date: 30 April 2016
More informationMANAGING 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 informationManaging 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 informationBaltimore County Public Schools
Baltimore County Public Schools Department of Human Resources Office of Employee Benefits, Leaves and Retirement Leave Requirements and Information Sheet Type of Leave: Family Medical Leave Act (FMLA)
More informationEmployee Injury/Illness Reporting and Managed Return to Work. April 15, 2011 HR 23. Human Resources Responsible Key Business
Managed Return to Work Date Effective April 15, 2011 City Manager Revision Date Effective Code Number HR 23 Human Resources Responsible Key Business Objective: The City of Charlotte seeks to ensure the
More informationTO MANAGING EMPLOYEE ATTEND
April 2008 Employee Relations Department A Guide TO MANAGING EMPLOYEE ATTENDANCE For Boards of Education A Guide TO MANAGING EMPLOYEE ATTENDANCE (Non-Teaching Staff) For Boards of Education Managing employee
More informationWelplan Building Engineering Services Employee Benefits Scheme Scheme Rules
Welplan Building Engineering Services Employee Benefits Scheme Scheme Rules Crown House Technologies Ltd SUMMARY The Scheme operates in the following way: a b The Employer notifies Welplan of all Operatives
More informationManaging 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 informationNIPISSING-PARRY SOUND CATHOLIC DISTRICT SCHOOL BOARD
POLICY: IT SHALL BE THE POLICY OF THE NIPISSING-PARRY SOUND CATHOLIC DISTRICT SCHOOL BOARD to create a working environment which promotes positive attitudes toward attendance and recognizes regular employee
More informationRestructure, Redeployment and Redundancy
Restructure, Redeployment and Redundancy Purpose and Scope From time to time the Lake District National Park Authority will need to reorganise its services and staffing to meet changes that arise in future
More informationBRANT COMMUNITY HEALTHCARE SYSTEM MANUAL. Policy/Procedure
BRANT COMMUNITY HEALTHCARE SYSTEM MANUAL Policy/Procedure CATEGORY: Organizational Health NUMBER: X - 130 ISSUED BY: Board of Directors PAGE: 1 of 6 Date: March 1983 SIGNATURE: Review Date: July 2006 PRESIDENT
More informationSUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE
SUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE SUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE 1. INTRODUCTION 1.1 The Procedure has been established to help and encourage members of staff to achieve
More informationSECTION 2: Support to Employees HEALTH AND SAFETY POLICY: WORKPLACE SAFETY AND INSURANCE BOARD (WSIB)
Page 1 of 5 POLICY 1. Community Living Quinte West shall take all reasonable precautions to protect all employees from illness and injury. 2. The employer shall work cooperatively with employees, the bargaining
More informationAPPLICABLE TO McCREARY ALONSA, MENNO HOME, ROCK LAKE HEALTH DISTRICT, BETEL HOME FOUNDATION, AND ALL RHAs EXCEPT WINNIPEG
ARTICLE 13: INCOME PROTECTION Also refer to Article 31 Special Provisions re. Part-time Employees. 1301 An employee who is absent from scheduled work due to illness, disability, quarantine or because of
More informationSIR 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 informationManaging 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 informationQuit & Get Fit! Frequently Asked Questions For Personal Trainers (November 2011)
Quit & Get Fit! Frequently Asked Questions For Personal Trainers (November 2011) What is Quit & Get Fit? Quit & Get Fit is an initiative of the Ontario Lung Association, made possible through funding from
More informationAttendance 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 informationLONG TERM DISABILITY INSURANCE CERTIFICATE BOOKLET
LONG TERM DISABILITY INSURANCE CERTIFICATE BOOKLET GROUP INSURANCE FOR SOUTH LYON COMMUNITY SCHOOL NUMBER 143 TEACHERS The benefits for which you are insured are set forth in the pages of this booklet.
More informationMANAGERS GUIDE / TOOLKIT
MANAGERS GUIDE / TOOLKIT SECTION 1 - Managing short term sickness absence (+ reporting procedures) SECTION 2 - Managing long term sickness absence SECTION 3 - Guidance on disability discrimination under
More informationGuide to Recording of Leaves and Additional Hours or Overtime for Postdoctoral Fellow Appointments
Guide to Recording of Leaves and Additional Hours or Overtime for Postdoctoral Fellow Appointments This guide includes the following topics: Background information Steps to Follow for Recordings Leave,
More informationUNIVERSITY OF MARYLAND FITNESS FOR DUTY POLICY AND PROCEDURES. (Approved by the President, November 16, 2001)
VI-8.00(F) UNIVERSITY OF MARYLAND FITNESS FOR DUTY POLICY AND PROCEDURES (Approved by the President, November 16, 2001) I. General These are the policy and procedures supervisors should follow when dealing
More informationUniversity Students Council of the University of Western Ontario EARLY AND SAFE RETURN TO WORK POLICY
EFFECTIVE: 30 th October 2012 SUPERSEDES: 15 th November 2011 AUTHORITY: General Manager RATIFIED BY: Executive Council 30 th OCTOBER 2012 RELATED DOCUMENTS: PAGE 1 of 8 PURPOSE: This Policy is created
More informationSt. John s Church of England Junior School. Policy for Stress Management
St. John s Church of England Junior School Policy for Stress Management Review Date: September 2012 Policy to be reviewed next: September 2014 ST. JOHN S C OF E JUNIOR SCHOOL STRESS MANAGEMENT FRAMEWORK
More information4.4 Attendance Management Policy
Policy Statement The is committed to providing excellence in service to the general public. It is important for all employees of the Government of Nova Scotia to work as a team in the attainment of this
More informationLONG TERM DISABILITY INSURANCE CERTIFICATE BOOKLET
LONG TERM DISABILITY INSURANCE CERTIFICATE BOOKLET GROUP INSURANCE FOR WAYNE WESTLAND COMMUNITY SCHOOLS SCHOOL NUMBER 944 TEACHERS The benefits for which you are insured are set forth in the pages of this
More information1. Serious Health Condition. Serious Health Condition means an illness, injury, impairment, or physical or mental condition that involves:
Policies of the University of North Texas 1.4.21 Family and Medical Leave Chapter 5 Human Resources Policy Statement. The University of North Texas (UNT) observes the federal Family and Medical Leave Act
More informationShort-Term Disability Program
Short-Term Disability Program April 1, 2015 THE CBS SHORT-TERM DISABILITY (STD) PROGRAM The CBS Short -Term Disability (STD) Program is a salary continuance program designed to provide eligible employees
More informationSTAFF 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 informationEXECUTIVE BRANCH AGENCY POLICY SECTION 4: FAMILY AND MEDICAL LEAVE ACT (FMLA) LEAVE
Table of Contents EXECUTIVE BRANCH AGENCY POLICY SECTION 4: FAMILY AND MEDICAL LEAVE ACT (FMLA) LEAVE General Information Employee Eligibility Quantity of and Allowable Purposes for FMLA Leave Definition
More informationPOLICY # C2S04.16. Subject: Chapter 2 BUSINESS--VP FOR BUSINESS Section 4.16 SICK LEAVE POOL I. PURPOSE
CHAPTER: 2 SECTION: 4.16 COMPUTER INDEX CODE: C2S04.16 ORIGINATION DATE: 10/18/00 PRES CABINET APP.: 11/01/00 BOARD OF TRUSTEES APP.: 11/08/00 PAGE 1 OF 1 POLICY # C2S04.16 Subject: Chapter 2 BUSINESS--VP
More informationManaging Sickness And absence Policy
Managing Sickness And absence Policy April 2015 Page 1 of 24 Introduction... 4 Policy purpose and scope... 4 Responsibilities... 5 Head teachers and line managers... 5 Employees are responsible for:...
More informationDear Employee, 20-1923 (01-09)
Dear Employee, 20-1923 (01-09) You may be eligible for leave under the Family and Medical Leave Act (FMLA) as described in the attachment, "Employee Rights and Responsibilities Under the Family and Medical
More informationAttendance Management Program Human Resources Summer 2005
Attendance Management Program Human Resources Summer 2005 Table of Contents Introduction 1 Objectives of the Attendance Management Program 1 Section 1. Attendance Management Roles and Responsibilities
More informationConstituent Union HSPBA Enhanced Disability Management Program: Overview
Constituent Union HSPBA Enhanced Disability Management Program: Overview The EDMP is a collaborative holistic program between the employer, employee and union. All regular employees must be referred to
More information3. Q. I have been a transitional employee for nine months. Am I an eligible employee under the FMLA?
JOINT APWU & LISPS FAMILY & MEDICAL LEAVE ACT QUESTIONS & ANSWERS The American Postal Workers Union (APWU) and the United States Postal Service (LISPS) have worked jointly to produce answers to the most
More informationSouth 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 informationFMLA 2 4 FMLA 6 FMLA 6 FMLA
FMLA Leave General Information/ Eligibility... Page 2 Requesting FMLA Leave/ Designation of FMLA Leave... Page 4 FMLA Leave to Care for a New Child... Page 6 FMLA Leave and Parental Leave... Page 6 FMLA
More informationABSENCE FROM WORK ABSENCE FROM WORK
ABSENCE FROM WORK Revised 12/17/2015 Employee Handbook: Absence From Work 1 of 11 VACATION To define time-off from regular work hours. It is company policy to grant time off from work under specific rules
More informationThe Corporation of The City of North Bay
The Corporation of The City of North Bay SECTION II: COMPENSATION & PERFORMANCE POLICIES HUMAN RESOURCES POLICIES AND PROCEDURES APPROVED: AUGUST 5, 2003 Revised: November 7, 2005 SUBJECT:ATTENDANCE MANAGEMENT
More informationCITY OF NORWALK FAMILY AND MEDICAL LEAVE ACT POLICY
CITY OF NORWALK FAMILY AND MEDICAL LEAVE ACT POLICY OVERVIEW The is a "covered" employer under the Federal Family and Medical Leave Act (FMLA or Act) and is subject to all rules and regulations under the
More informationGreenhead College Corporation ABSENCE POLICY
Greenhead College Corporation ABSENCE POLICY - 1 - GREENHEAD COLLEGE SICKNESS ABSENCE AND ILL HEALTH POLICY Greenhead College values the contribution of its staff in the successful running of the college
More informationManaging 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 informationMANAGING 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 informationFamily and Medical Leave Policy (FMLA) Updated May 2015
Family and Medical Leave Policy (FMLA) Updated May 2015 Babson College complies with the Family and Medical Leave Act of 1993 (FMLA), as amended by the National Defense Authorization Act (NDAA) of 2008
More informationINTRODUCTION. This information booklet has been prepared to give you an informal summary of the main features of your group insurance program.
INTRODUCTION This information booklet has been prepared to give you an informal summary of the main features of your group insurance program. This booklet is not an insurance policy, and does not grant
More information1. NAME OF EMPLOYER: The Board of Management of Aberdeen College (hereinafter referred to as "the College")
STATEMENT OF MAIN PARTICULARS Date of issue: «sysdate» 1. NAME OF EMPLOYER: The Board of Management of Aberdeen College (hereinafter referred to as "the College") 2. NAME OF EMPLOYEE: «name» 3. TYPE OF
More informationFORSYTH COUNTY APPLICANT AND EMPLOYEE DRUG TESTING POLICY (Revised 8/05)
Section 100 Purpose FORSYTH COUNTY APPLICANT AND EMPLOYEE DRUG TESTING POLICY (Revised 8/05) The purpose of this policy is to promote and maintain a drug free environment in the workplace and to protect
More informationLong Term Disability Insurance
Long Term Disability Insurance Group Insurance for School Employees FERRIS STATE UNIVERSITY INSTRUCTOR,FACULTY,LIBRARIAN Underwritten by Connecticut General Life Insurance Company 1475 Kendale Boulevard
More informationWORKER S COMPENSATION, ACCIDENT REPORTING AND OSHA RECORDKEEPING
Authority: WORKER S COMPENSATION, ACCIDENT REPORTING AND OSHA RECORDKEEPING Chancellor History: Revised January 22, 2007; supersedes former Policy No. HR 5.10 effective July 24, 1995 Source of Authority:
More informationShort Term Disability Insurance
Short Term Disability Insurance This subsection summarizes the group Short Term Disability Insurance plan available through PEBB. It is a summary only. For full details, see the Certificate of Insurance
More informationNOTICE OF PRIVACY PRACTICES
NOTICE OF PRIVACY PRACTICES THIS NOTICE DESCRIBES HOW MEDICAL INFORMATION ABOUT YOU MAY BE USED AND DISCLOSED AND HOW YOU CAN GET ACCESS TO THIS INFORMATION. PLEASE REVIEW IT CAREFULLY Who Presents this
More informationAttendance Management Procedure and Policy
ATTENDANCE MANAGEMENT PROCEDURE Attendance Management Procedure and Policy Attendance management procedure Date of Issue: 02 September 2015 To: All Headteachers, Chairs of Governors and Management Committees
More informationUniversity of British Columbia (the University) CUPE Local 2278 English Language Instructors
University of British Columbia (the University) CUPE Local 2278 English Language Instructors Contract Number 23218 Part G Effective January 1, 2008 Table of Contents Table of Contents General Information...1
More information