Sickness and Absence Policy
|
|
- Arabella McGee
- 5 years ago
- Views:
Transcription
1 Sickness and Absence Policy Page 1 of 9
2 1.0 Purpose 1.1 This procedure is intended to support staff whilst enabling managers to manage sickness absence in a way, which is fair, consistent, that adheres to employment, education and health and safety legislation. 2.0 Aims 2.1 The school is committed to ensuring that employees experiencing ill health are treated with understanding and sensitivity whilst facilitating an optimal level of attendance at work. 2.2 In cases of partial recovery, or in order to facilitate a full recovery, the school will seek to make reasonable adjustments such as a revision of hours, duties or redeployment. 2.3 Where employees who are absent long term due to sickness and have no or little prospect of a return to work within a reasonable time scale, their employment may need to be terminated on medical grounds. 2.4 That in the application of the policy the school ensures that no employee receives less favourable treatment on grounds of sex, trans-gender status, sexual orientation, religion or belief, marital status, civil partnership status, age, race, colour, nationality, national origins, ethnic origin, disability, part-time status or trade union activities. 3.0 Scope and Definitions 3.1 This policy applies to all school employees. 4.0 Standards 4.1 Attendance has a direct effect on teaching and learning and the School therefore expects employees to attend work regularly, be a regular timekeeper, conform to sickness and absence reporting procedures and to make every effort to: - Attend work when fit to do so. Comply with the Sickness Absence Reporting Policy. Ensure medical advice and treatment, where appropriate, is received as quickly as possible in order to facilitate a return to work. Ensure the Line Manager receives medical certificates promptly. Keep the line manager informed of any significant developments, which may affect attendance at work. Page 2 of 9
3 As far as possible to make domestic arrangements including medical appointments out of school hours. 4.2 Employees who reach the following levels of absence will be interviewed by their line manager: 8 working days sickness absence in a rolling 52 week period 20 consecutive working days Or when a pattern of absence is identified e.g. every Monday, etc. Employees who do not work five days a week will have their absence levels adjusted accordingly. 4.3 Any part day sickness absence will not be included when an employee is specifically sent home by their line manager. Any subsequent days sickness will be included. 5.0 Reporting Absence 5.1 First Day Employees should contact their school no later than one hour before their normal starting time on the first day of absence; only in exceptional circumstances should a representative of the employee make contact on the employee s behalf. Brief details of the reason for absence and, if possible, some indication of a return to work date should be given If the Headteacher is absent s/he should contact the Chair of Governors who will inform the Head of Personnel (CEA@islington) and request advice as appropriate If the absence is the result of an accident or an injury sustained at work, then this information must be made known. In this context the employee should indicate if the incident has been reported and to whom. 5.2 Fourth Day If the absence continues beyond four days, including Saturdays, Sundays and Bank Holidays, the employee must contact their line manager as above. If the fourth calendar day occurs on a weekend or Bank Holiday, the line manager (or in the case of the Headteacher, the Chair of Governors) should be notified on the next available day. The Chair of Governors should then inform the Head of Personnel (CEA@islington). 5.3 Eighth Day and beyond If the sickness absence extends beyond seven calendar days, the employee must obtain medical certification to cover the remainder of the period of illness. The first medical certificate obtained must be submitted to the line manager (or in the case of the Headteacher, the Chair of Governors) no later than the eighth calendar day of absence. Any further certificates issued by the GP must also be submitted as they become due. Page 3 of 9
4 5.3.2 During periods of long-term absence the employee has a responsibility to keep the line manager (or in the case of the Headteacher, the Chair of Governors) informed of their progress. The above reporting procedures may be amended or added to by any local arrangements in place by the school' 5.4 Return to Work On their return to work the employee must notify the line manager (or in the case of the Headteacher, the Chair of Governors) and complete a self-certification (Return To Work) form if it has not already been completed Wherever possible employees should give notice of at least one day of their intention to return to duty. 6.0 Unsatisfactory Attendance 6.1 There are three main courses of action to consider in cases of unsatisfactory attendance: Note the position and take no further action: - this applies in cases of previous good attendance Refer to Occupational Health Advisor: - this will involve cases where length of absence is high and it is not appropriate to use the long term sickness procedure straight away or there are a number of short term absences that are causing concern Instigate the Formal Sickness Procedure: - this will involve cases of recurring sickness and long term sickness due to a particular problem that causes poor attendance and the possibility of the employee being unable to continue their normal job. 7.0 Short Term/Frequent Absences 7.1 First Day Back at Work The employee should complete a Return To Work Form, which should be returned to the Headteacher The Headteacher/Manager should arrange a return to work/attendance interview to: 1. Welcome the employee back to work 2. Check how the employee is feeling 3. What treatment and medical advice the employee has received to date 4. Give the employee a copy of the Sickness Absence Policy and explain the Policy 5. Let the employee know about The Employee Assistance Programme (EAP) 6. Identify any trends to the absence Page 4 of 9
5 7. Consider whether a referral to Occupational Health is required. 8. Consider any steps that can be taken to assist the employee to improve their attendance at work. 9. If appropriate, consider setting targets and timescales for improvement 10. If appropriate, arrange the First Formal Meeting (Please see below, 8.2). and in the case of all the above warn the employee that if their attendance does not improve that their future employment may be at risk. Referral to Occupational Health A referral to Occupational Health will normally be made when: - When there are concerns about the frequency and possibly the nature of the sickness absence Occupational Health will be asked for their view on: - The prospects of the employee being able to attend work more regularly The likelihood of the employee continuing the present pattern of sickness in the future Whether the employee has an underlying medical condition and what support/reasonable adjustments are required The referral should be made in writing giving all relevant details (notes of interviews, copies of medical certificates etc) and should specifically state the questions, which need answering The employee should be informed in writing of the referral to Occupational Health before any appointment is arranged 8.0 Long Term Sickness/Recurring Sickness/Underlying Medical Condition 8.1 Referral to Occupational Health A referral to Occupational Health will normally be made when: - An employee s sickness absence reaches 20 consecutive working days or Where an employee has had high levels of sickness absence Occupational Health will be asked for their view on: - The prospects of the employee being able to attend work more regularly The likelihood of the employee continuing the present pattern of sickness in the future Whether the employee has an underlying medical condition Whether the employee is unable to continue his or her present job for medical reasons and is unlikely to become fit again in the foreseeable future; if so whether ill health retirement or medical redeployment is appropriate The referral should be made in writing giving all relevant details (notes of interviews, copies of medical certificates etc) and should specifically state the Page 5 of 9
6 questions, which need answering The employee should be informed in writing of the referral to Occupational Health before any appointment is arranged Employees are required to attend the Occupational Health referral arranged. If unable to do so, the employee must notify their line manager of this who will arrange another date. Failure to attend the subsequent appointment or to notify the line manager of not being able to attend the original appointment may render the employee liable for formal disciplinary action. Failure to attend an appointment will not prevent the continuation of the process; decisions will be made on the information available to the Headteacher or Governing Body Upon receipt of the occupational health report, the line manager will arrange the first formal meeting To comply with management responsibilities, it is expected that line managers keep in regular contact with employees that are on long term sickness even if medical certificates have been provided for a specific period of time. 8.2 First Formal Meeting The line manager will give at least five working days notice of the meeting At the meeting the employee has the right to be accompanied by a work place colleague or a representative from the employee s trade union. There will also be a school appointed note taker present If an employee or their representative cannot attend the meeting, the employee can suggest another date so long as it is reasonable and is not more than ten calendar days after the date originally proposed by the line manager. If the employee and/or their representative do not attend the rescheduled meeting, then it may be held in their absence It is not the policy of the school to undertake home visits. A home visit will only be arranged if the employee is deemed medically incapable of any form of travel The purpose of the meeting is to find out: - How the employee is feeling What treatment and medical advice the employee has received to date What work activities the employee feels s/he can and cannot do The prospects of a full return to work Whether a recovery can be facilitated by a phased return to work Whether temporary or permanent medical redeployment should be considered. That if their attendance does not improve that their future employment may be at risk For cases of long-term sickness, if there is no firm return to work date, then a further occupational health referral and subsequent meeting should be set. Page 6 of 9
7 8.2.7 For employees with a high of level of certificated absence, if it is established that there is an underlying medical condition then a further occupational health referral and review meeting should be set A letter should be sent to the employee to confirm what was discussed and the outcomes of the meeting within five working days 8.3 Review Meeting The provisions as set out from to inclusive shall apply The line manager at the end of the review meeting can decide to: - Set a further review period (unless a further review period has already been set) Discuss with the employee whether it is possible to transfer to an alternative post within the school on the terms and conditions of service of the new post Refer to a consideration hearing At the meeting the employee has the right to be accompanied by a work place colleague or a representative from the employee s trade union. There will also be a school appointed note taker present If an employee or their representative cannot attend the meeting, the employee can suggest another date so long as it is reasonable and is not more than ten calendar days after the date originally proposed by the line manager. If the employee and/or their representative do not attend the rescheduled meeting, then it may be held in their absence A letter should be sent to the employee to confirm what was discussed and the outcome/s of the meeting within five working days. 8.4 Consideration Hearing The employing manager will hear the consideration hearing. For the purposes of this policy the employing manager will either be the Headteacher or a panel appointed by the Governing Body At least five working days notice will be given of the hearing together with the written report prepared by the line manager At the meeting the employee has the right to be accompanied by a work place colleague or a representative from the employee s trade union. There will also be a school appointed note taker and a CEA@Islington personnel representative present to give advice to the employing manager If an employee or their representative cannot attend the meeting, the employee can suggest another date so long as it is reasonable and is not more than 10 calendar days after the date originally proposed by the line manager. If the employee and/or their representative do not attend the rescheduled meeting, then it may be held in their absence At the conclusion of the hearing the employing manager can decide upon the Page 7 of 9
8 following: - Refer back for a further review meeting Discuss with the employee whether it is possible to transfer to an alternative post within the school on the terms and conditions of service of the new post Terminate employment with contractual /statutory notice (or pay in lieu of notice) because the employee is incapable of satisfactorily performing the job for which they are employed The decision of the employing manager and notification of the employee s right of appeal must be confirmed in writing within five working days. 8.5 Appeals The employee may submit a formal written notice of appeal to the Chair of the Governing Body within five working days from the date of the letter from the employing manager The appeal hearing will be heard by a Governing Body panel of two or three governors who were not at the consideration hearing At least five working days notice will be given of the appeal together with the notes of the consideration hearing At the meeting the employee has the right to be accompanied by a work place colleague or a representative from the employee s trade union. There will also be a school appointed note taker and a CEA@Islington personnel representative present to give advice to the appeals panel If an employee or their representative cannot attend the meeting, the employee can suggest another date so long as it is reasonable and is not more than ten calendar days after the date originally proposed by the appeals panel. If the employee and/or their representative do not attend the rescheduled meeting, then it may be held in their absence The purpose of the appeal is for the employee to challenge the grounds by which the consideration hearing reached its decision and also to submit any factors, which the employee considered, were not taken into account or could not have been known at the time At the conclusion of the appeal, the panel can make one of the following decisions: Uphold the decision of the consideration hearing Change the decision of the consideration hearing The decision of the Governing Body appeal panel is final and the employee will be formally notified of the outcome in writing within five working days. Page 8 of 9
9 9.0 Factors to Consider In making a decision regarding an employee s continuing employment the following should be considered: Operational Factors The extent to which the particular duties and responsibilities of the employee who is ill can be effectively reallocated without undue detriment to the school The pressures which the absence is placing on other employees Pupils need for stability and continuity, particularly, perhaps, during the run up to public examinations Levels of staffing and continuity prevailing in the school as a whole The maximum period over which the school could reasonably contain the absence or phased return to full time working Possible temporary restructuring to contain an initial part-time return to work or to minimise disruption. 9.2 Personal Factors Particular experience and expertise that the employee is able offer Length of service and past attendance record Nature of the illness and prospect for full recovery Whether the employee has a disability and what reasonable adjustments may be necessary His/her ability and willingness to be flexible in the short term Advantage of a further period of time off to improve health and regain fitness What reasonable adjustments to the workplace might be necessary to enable him/her to continue to fulfil their job Monitoring & Review 10.1 This policy will be reviewed six months after implementation date Implementation of the policy will be monitored through statistical reporting by CEA@Islington Personnel Department. Date Draft Dec 2013 Adopted Review date Location of the policy By whom? Page 9 of 9
Prior Weston Primary School and Children s Centre. Schools Model Sickness Absence Policy. Agreed: September 2011 To be reviewed: September 2012
Schools Model Sickness Absence Policy Agreed: September 2011 To be reviewed: September 2012 1 1.0 Purpose Prior Weston Primary School and Children s Centre 1.1 This procedure is intended to support staff
More informationStaff Absence Management Procedure
POLICY DOCUMENT 64 APPROVED 11/12/2017 THOMAS MILLS HIGH SCHOOL Staff Absence Management Procedure IMPROVING ATTENDANCE POLICY AND PROCEDURE Vision Statement We, the staff and governors, aspire to ensure
More informationTreetops Learning Community Managing Sickness Absence Policy. May 2017
Treetops Learning Community Managing Sickness Absence Policy May 2017 Treetops Learning Community Managing Sickness Absence Policy Document Detail Policy Reference Number: Category: Authorised By: Status:
More informationOur Lady of Dolours Catholic Primary School SICKNESS ABSENCE POLICY AND PROCEDURE
This Sickness Absence Policy and Procedure has been approved and adopted by the Governing Body in November 2016 and will be reviewed in November 2017 Signed by Chair of Governors: Signed by Headteacher:
More informationStaff Sickness Absence Policy (Incorporating Ill Health Capability Procedures
St Crispin's School Policy Staff Sickness Absence Policy (Incorporating Ill Health Capability Procedures Version Number Date Changes or reason for Update Date Approved Created V1 2005 First Issue 2005
More informationABSENCE MANAGEMENT POLICY
Page 1 of 10 1. POLICY STATEMENT 1.1. FGH Security is committed to the well being of all employees. 1.2. FGH Security is committed to developing and maintaining a positive attendance culture. It recognises
More informationSIR THOMAS RICH S Staff Sickness Absence Policy
1 SIR THOMAS RICH S Staff Sickness Absence Policy Date reviewed: March 2017 Responsibility: The School s senior management team (SMT) draws up the school s Staff Sickness Absence Policy. It is the responsibility
More informationSaint Robert Lawrence Catholic Academy Trust SICKNESS ABSENCE POLICY AND PROCEDURE
Date for Next Review: as determined by CES DEFINITIONS In this Sickness Absence Policy and Procedure, unless the context otherwise requires, the following expressions shall have the following meanings:
More informationSICKNESS MANAGEMENT POLICY CONTENTS ORIGINATOR: JUDE MACDONALD SLT LINK: STUART WILLIAMS MAY 2016
SICKNESS MANAGEMENT POLICY ORIGINATOR: JUDE MACDONALD SLT LINK: STUART WILLIAMS MAY 2016 CONTENTS CONTENTS... 1 1 PURPOSE OF THE POLICY AND PROCEDURE... 2 2 MANAGEMENT RESPONSIBILITIES... 2 RETURN TO WORK
More informationSickness Absence Policy
Sickness Absence Policy Statement We are committed to a fair and consistent framework for dealing with sickness absence caused by short term, long term or frequent sickness absence. We aim to ensure that
More informationThis policy applies to all employees of the school, including teaching and associate staff.
Redundancy Policy Last update: January 2017 1. Introduction In a continually changing environment, schools need to adapt and to manage change. Changes in curriculum, budgets and student numbers, as well
More informationCAPABILITY POLICY. 1. Definitions 1.1 The term Headteacher also refers, where appropriate, to any other title used to identify the Headteacher.
CAPABILITY POLICY PURPOSE This policy applies to all teachers and the Headteacher, and all support staff employed at the school as defined in paragraph 1 below. In the development of this policy consideration
More informationCapability health procedure for academic support staff
Capability health procedure for academic support staff Policy The School's policy in relation to sickness absence is to support employees by paying sick pay and investigating absence in conjunction with
More informationSickness & Absence Policy
Sickness & Absence Policy Policy Statement Peapod Pre-School recognises the importance of the health and well-being of all our employees and is committed to providing good working conditions and health
More informationEmployee Absence Management Policy and Procedure School-based Employees
Policy title Employee Absence Management Policy and Procedure School-based Employees Adopted 2015 Reviewed on April 2017 Next review due April 2018 SLT link GRE Governor link Iqbal Ismail Copies in Policies
More informationCAPABILITY PROCEDURE FOR SCHOOLS BASED STAFF
CAPABILITY PROCEDURE FOR SCHOOLS BASED STAFF 1 INTRODUCTION 1.1 Caerphilly County Council is committed to providing a first-class education for the children and young people of Caerphilly In order to ensure
More informationSICKNESS MANAGEMENT POLICY
SICKNESS MANAGEMENT POLICY Sickness Management Policy and Procedures Introduction Wyvern Academy recognises the importance of establishing a formal policy and procedure for addressing circumstances where
More informationSICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE
LEEDS BECKETT UNIVERSITY SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE www.leedsbeckett.ac.uk/staff Policy Statement Purpose and Core Principles Leeds Beckett University aims to provide a healthy working
More informationThe Heath Family (NW) Multi Academy Trust Sickness Absence Policy. Date amended: 11th October Date reviewed (policy in force from):
Date completed: 1 st September 2015 Date amended: 11th October 2018 Date reviewed (policy in force from): 15 th November 2018 Custodian title & e-mail address Craig Parkinson, Chief Operating Officer,
More informationST THOMAS A BECKET CATHOLIC COLLEGE SICKNESS ABSENCE POLICY AND PROCEDURE
1. SCOPE OF PROCEDURE 1.1 This Sickness Absence Policy and Procedure applies to you if you are an employee of the School. 1.2 This procedure is designed to establish a framework for the effective management
More informationPOLICY AND PROCEDURE FOR HANDLING STAFF REDUNDANCIES
St Crispin's School Policy POLICY AND PROCEDURE FOR HANDLING STAFF REDUNDANCIES Version Number Date Changes or reason for Update Date Approved Created V1 11/2010 First Issue Draft V2 18/3/13 Edited to
More informationWHOLE STAFF SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURE
WHOLE STAFF SICKNESS ABSENCE MANAGEMENT POLICY & PROCEDURE Date Approved MAT Board 29 March 2017 Signed Name: Ven Dr David Jenkins Position: Director Date of Next Review MAT Board 31 March 2018 1 CONTENTS
More informationDEBENHAM HIGH SCHOOL A Church of England High Performing Specialist Academy
POLICY DOCUMENT No : SO 5a DEBENHAM HIGH SCHOOL A Church of England High Performing Specialist Academy Policy & Procedure for the Management of Sickness Absence This policy is reviewed every two years
More informationAbsent Management Policy
Absent Management Policy Issue Date: June 2013 Author: Head of Human Resources Approval Body: Senior Management Team Sickness Absence Management Policy and Procedure 1 BELFAST METROPOLITAN COLLEGE SICKNESS
More informationAbsence Management Policy and Procedures
Absence Management Policy and Procedures Part 1 General Policy 1. Introduction 1.1 ARK Schools is committed to creating a positive working environment. Employees who are absent from work due to sickness
More informationAttendance (Sickness Absence) Policy
Attendance (Sickness Absence) Policy Policy adopted by Academy Transformation Trust on March 2016 Next review January 2018 Policy agreed by trade unions on January 2016 This policy links to: Located Disciplinary
More information6.8 Managing Absence (Ill Health) Policy and Procedure
6.8 Managing Absence (Ill Health) Policy and Procedure The LST Staffing Policy can be found on the LST Intranet. This provides the overarching principles in which the LST operates. Managing Absence (Ill
More informationABSENCE POLICY. This Document is for the use of Scotmid Employees and their advisors only.
ABSENCE POLICY Policy Number 1 Revised March 2018 This Document is for the use of Scotmid Employees and their advisors only. No unauthorised use or reproduction of this document is permitted. Once downloaded
More informationLACK OF CAPABILITY THROUGH ILL HEALTH POLICY
LACK OF CAPABILITY THROUGH ILL HEALTH POLICY This policy was adopted/updated: September 2012 This policy will be reviewed: September 2014 Statutory?: No Source: LA HAMPTON WICK INFANT AND NURSERY SCHOOL
More informationWatford Borough Council Sickness Management Policy and Procedure
Appendix 1 Watford Borough Council Sickness Management Policy and Procedure Contents: Section 1 Section 2 Section 3 Sickness Policy Sickness Procedure Letters and forms(letters will be separately distributed)
More informationSouth Staffordshire and Shropshire Healthcare NHS Foundation Trust
South Staffordshire and Shropshire Healthcare NHS Foundation Trust Document Version Control Document Type and Title: Authorised Document Folder: New or Replacing: Managing Attendance Policy BLUE HRODE
More informationReplaces document (if applicable) PS 024 Attendance Management Policy 2008
PS 147 Type of Document: ATTENDANCE MANAGEMENT Policy Version: 1.0 Registered Owner: Author: Effective Date: Oct 2012 Review Date: Oct 2014 Replaces document (if applicable) PS 024 Attendance Management
More informationDocument Type. Sickness Absence Policy. Document Description. Lead Author(s) Associate Director of People and Workforce Development
Document Title Sickness Absence Policy Document Description Document Type Service Application Human Resources Trust Wide Version 2.1 Policy Reference No POL 156 Ashi Williams Lead Author(s) Associate Director
More informationHuman Resources Policy Framework. Management of Attendance Policy and Procedure
Human Resources Policy Framework Management of Attendance Policy and Procedure Approved by: Cabinet Resources Panel (15.12.2015) revised Cabinet Resources Panel (27.11.2012) original Published: 01.01.2016
More informationABSENCE MANAGEMENT POLICY & PROCEDURE
ABSENCE MANAGEMENT POLICY & PROCEDURE Approving Body Trust/Board Date of First Approval June 2016 Date of Last Amendment June 2016 To be Reviewed June 2017 Responsible Officer HR Page 1 of 13 Contents
More informationWATFORD GRAMMAR SCHOOL FOR BOYS STAFF SICKNESS ABSENCE POLICY
WATFORD GRAMMAR SCHOOL FOR BOYS STAFF SICKNESS ABSENCE POLICY Headmaster s signature 3/8/2018 Chair of Governors signature 3/8/2018 Staff Sickness Absence Policy Page 1 Watford Grammar School for Boys
More informationManaging 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 informationSICKNESS ABSENCE POLICY
SICKNESS ABSENCE POLICY Implementation Date: 01 April 2013 Review Date: 01 April 2016 April 2013 V1.0 Page 1 of 12 Contents POLICY OVERVIEW... 3 Purpose... 3 Who this Policy applies to... 3 Key Principles...
More informationSICKNESS ABSENCE POLICY
SICKNESS ABSENCE POLICY UNIQUE REFERENCE NUMBER: RC/XX/045/V2 DOCUMENT STATUS: Approved by Committee 3 August 2016 DATE ISSUED: August 2016 DATE TO BE REVIEWED: August 2019 AMENDMENT HISTORY VERSION DATE
More informationMethodist Council Sickness Absence Policy
Methodist Council Sickness Absence Policy Ref: D&P/SJ /TT Sickness Policy Final version 21/9/10 1 Introduction & Definitions 2 Reporting of Sickness Absence 3 Returning to Work from Sickness Absence 4
More informationENERGY COAST UTC REDUNDANCY POLICY
ENERGY COAST UTC REDUNDANCY POLICY 2016-2018 1 Approved: Barbara Stephens, Chair of Governors Signed: Date: October 2016 Date for Review: October 2018 Revision History: Revision History Revision Date Owner
More informationGriffin Schools Trust Managing Sickness and Attendance Policy
Contents 1. Introduction... 2 2. Scope... 2 3. Equal Opportunities... 3 4. Roles and Responsibilities... 3 5. Employee Representation... 3 6. Timing... 3 7. Reporting Sickness Absence... 4 8. Sickness
More informationGriffin Schools Trust. Managing Sickness and Attendance Policy. Date: September 2018 Next review: September 2019 Approved by: Board of Trustees
Griffin Schools Trust Managing Sickness and Attendance Policy Date: September 2018 Next review: September 2019 Approved by: Board of Trustees Contents 1. Introduction... 3 2. Scope... 3 3. Equal Opportunities...
More information(Management of) Sickness Absence Policy & Procedures
(Management of) Sickness Absence Policy & Procedures 1. Purpose 1.1 The purpose of this policy is to detail both the support that will be available to employees and the steps that the University of Manchester
More informationManaging Absence Policy and Procedure
Managing Absence Policy and Procedure WHC reserves the right to amend this policy at its discretion. The most up-to-date version can be downloaded from our website. Managing Absence Policy and Procedure
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 informationNHS North Somerset Clinical Commissioning Group
NHS North Somerset Clinical Commissioning Group HR Policies Managing Sickness Absence Approved by: Quality and Assurance Ratification date: November 2016 Review date: November 2019 1 Contents 1 Policy
More informationBLESSED PETER SNOW CATHOLIC ACADEMY TRUST
BLESSED PETER SNOW CATHOLIC ACADEMY TRUST Sickness and Absence Policy and Procedures December 2016 Page 1 of 14 The Blessed Peter Snow Catholic Academy Trust The Catholic Voluntary Academies which form
More informationSickness Absence Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016
Sickness Absence Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016 1 P age AMENDMENT HISTORY VERSION DATE AMENDMENT HISTORY D1 Sept 13 Addition of branding and formatting changes in
More informationSICKNESS ABSENCE POLICY & PROCEDURE
Sickness Absence Management Policy Version 2.0 Last Amended: March 2017 SICKNESS ABSENCE POLICY & PROCEDURE Contents 1. Sickness Absence Management Policy..2 2. Equal Opportunities. 2 3. Scope 2 3.1 Exclusions.
More informationTeachers Capability Policy
REAch2 Academy Trust Teachers Capability Policy Date November 2016 Written by R2 HR Adopted by MAT Board Adopted by LGB Review Date December 2017 Consulted with NJCC March - September 2015 reviewed October
More informationAttendance Management and Sickness Absence Policy
Attendance Management and Sickness Absence Policy Updated: September 2016 Review Date: July 2018 Haslington Primary School Crewe Road Haslington Crewe CW1 5SL 0 Contents Description Page No Attendance
More informationAbsence and Sickness Policy
BMIS Absence Policy : June 2011 Internal Review 25/11/16 1. Purpose and scope 2. Principles 3. Reporting sickness procedure 4. Medical certificates 5. Sick pay 6. Sickness absence and annual leave 6.1
More informationABSENCE MANAGEMENT POLICY: ABSENCE THROUGH ILLNESS
18. ABSENCE MANAGEMENT POLICY: ABSENCE THROUGH ILLNESS This section is for information only and does not form part of your contract of employment with the College. The procedures and rules however must
More informationABSENCE THROUGH SICKNESS POLICY
ABSENCE THROUGH SICKNESS POLICY June 11 Absence through Sickness Policy Introduction This policy is aimed at enabling the Campus to address staff sickness and other absences consistently and fairly by:
More informationABSENCE MANAGEMENT POLICY
ABSENCE MANAGEMENT POLICY Contents: Introduction Scope Framework Formal Action Appeal Support Disability Appendix A - Checklist for managers Appendix B - Return to work interview ID HR015 Last Review Date
More informationMANAGING SICKNESS ABSENCE PROCEDURE
Author: CHD Date: September 2018 Review Date: September 2019 1 Purpose MANAGING SICKNESS ABSENCE PROCEDURE The purpose of this procedure is to assist with the management of employee sickness absence and
More informationDerbyshire Constabulary GUIDANCE ON UNSATISFACTORY ATTENDANCE PROCEDURES (UAP) FOR POLICE STAFF POLICY REFERENCE 09/271
Derbyshire Constabulary GUIDANCE ON UNSATISFACTORY ATTENDANCE PROCEDURES (UAP) FOR POLICE STAFF POLICY REFERENCE 09/271 This guidance is suitable for Public Disclosure Owner of Doc: Head of Department,
More informationSaint Robert Lawrence Catholic Academy Trust Redundancy Policy
Redundancy Policy Approval Approved by Approval date Review Date Directors March 2016 March 2017 TABLE OF CONTENTS 1 PURPOSE OF THE POLICY...3 2 REDUNDANCY PROCESS...3 3 REDUNDANCY PAYMENTS...4 4 MONITORING
More informationAPPROVED 1 FORUM HOUSING ASSOCIATION ATTENDANCE MANAGEMENT FORMERLY ABSENCE
FORUM HOUSING ASSOCIATION Forum Housing Association is fully committed to all principles of Equality and Diversity and takes an approach which recognises the importance of the nine Protected Characteristics
More informationApproved by Trustees on the 7/2/17. Sickness absence management policy and procedure guidance for Headteacher / Principal
Approved by Trustees on the 7/2/17 Sickness absence management policy and procedure guidance for Headteacher / Principal This guidance should be read in conjunction with the sickness absence management
More informationStaff Attendance Management Policy
Staff Attendance Management Policy REVIEWED BY THE PERSONNEL COMMITTEE OF IVANHOE SPECIALIST TECHNOLOGY ACADEMY Date: 7 th February 2018 1 This procedure applies to support staff, Teachers and the Head
More informationCapability (Performance) Procedure &. Policy
Capability (Performance) Procedure and Policy Document Type Capability (Performance) Procedure &. Policy Author Director of Corporate Services Owner (Dept) Human Resources Date of Review October 2015 Version
More informationATTENDANCE 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 informationEnsure all circumstances of each case are taken into account. Ensure that consideration is given to the staff member s past record
FORUM HOUSING ASSOCIATION Forum Housing Association is fully committed to all principles of Equality and Diversity and takes an approach which recognises the importance of the nine Protected Characteristics
More informationABSENCE MANAGEMENT POLICY
ABSENCE MANAGEMENT POLICY REFERENCE NUMBER Absence Management Policy VERSION V1.0 APPROVING COMMITTEE & DATE Clinical Executive Committee 17.6.15 REVIEW DUE DATE May 2018 CONTENTS 1. Policy statement 1
More informationBASINGSTOKE AND NORTH HAMPSHIRE NHS FOUNDATION TRUST. Regulation of Capability Procedure. [Policy Number HR/381/10]
BASINGSTOKE AND NORTH HAMPSHIRE NHS FOUNDATION TRUST Regulation of Capability Procedure [Policy Number HR/381/10] This supersedes the Trust Performance Management policy Owner Name Nigel Evison Job Title
More informationAbsence 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 informationAttendance. Employee Policy HR Consult. 1. Policy Statement
Attendance 1. Policy Statement Employee Policy HR Consult We value the contribution our employees make to our success and high attendance levels are vital to us continuing to achieve high levels of performance.
More informationUniversity of East London CODE OF PRACTICE FOR THE MANAGEMENT OF SICKNESS ABSENCE
University of East London CODE OF PRACTICE FOR THE MANAGEMENT OF SICKNESS ABSENCE Contents POLICY... 3 1 INTRODUCTION... 3 2 PRINCIPLES OF MANAGING SICKNESS ABSENCE... 3 3 PREGNANCY RELATED SICKNESS ABSENCE...
More informationCYRIL JACKSON PRIMARY SCHOOL SICKNESS ABSENCE
CYRIL JACKSON PRIMARY SCHOOL SICKNESS ABSENCE VISION: Cyril Jackson is a safe and stimulating environment where children encounter positive, challenging and creative learning experiences. Each member of
More informationABSENCE MANAGEMENT POLICY
ABSENCE MANAGEMENT POLICY Policy Folder & Policy Number Human Resources Folder 1: Policy No. 1.1 Version: 1 Ratified by: Stoke CCG Governing Body Date ratified: 24 th September 2013 Name of originator/author:
More informationRedundancy Policy. Policy Code: Policy Start Date: September Policy Review Date: September 2019
Redundancy Policy Policy Code: HR10 Policy Start Date: September 2016 Policy Review Date: September 2019 Please read this policy in conjunction with the policies listed below: HR11 Teachers Pay Policy
More informationCAPABILITY AND PERFORMANCE POLICY
CAPABILITY AND PERFORMANCE POLICY UNIQUE REFERENCE NUMBER: RC/XX/029/V2 DOCUMENT STATUS: Approved by Committee 3 August 2016 DATE ISSUED: August 2016 DATE TO BE REVIEWED: August 2019 AMENDMENT HISTORY
More informationHuman Resources People and Organisational Development. Disciplinary Procedure Manual Staff
Human Resources People and Organisational Development Disciplinary Procedure Manual Staff December 1998 Revised November 2015 Contents 1. Purpose and Scope... 3 2. General Principles... 3 3. Procedure...
More informationGROUP SICKNESS & ABSENCE POLICY
GROUP SICKNESS & ABSENCE POLICY Sickness & Absence Policy General Principles The following guidance is also a statement of the Group Sickness & Absence Policy operated by the Group. These guidelines are
More informationThis policy provides employees with an understanding of how it wishes to manage employee absence through sickness.
Page 1 of 5 Title of Policy: Absence and Sickness Section: Human Resources Purpose This policy provides employees with an understanding of how it wishes to manage employee absence through sickness. Statement
More informationWhole School Model Disciplinary Procedure
Whole School Model Disciplinary Procedure 1.1. The Headteacher and Governing Body have a responsibility to assist all members of staff (both teaching and non-teaching) in the school to achieve an acceptable
More informationJames Lunn- Senior HR Manager
PD 610 Type of Document: ATTENDANCE MANAGEMENT PROCEDURE Version: 1.3 Registered Owner: Author: Head of HR & OD James Lunn- Senior HR Manager Effective Date: November 2017 Review Date: November 2018 Replaces
More informationSickness Absence Management Policy and Procedure for All Staff in Schools
CHILMARK and FONTHILL BISHOP CHURCH OF ENGLAND AIDED PRIMARY SCHOOL Mission Statement: We Live and Learn with Faith and Love Sickness Absence Management Policy and Procedure for All Staff in Schools This
More informationModel Capability Procedure. for Teachers and Headteachers
Model Capability Procedure for Teachers and Headteachers DOCUMENT CONTROL Policy name Capability Procedure for Teachers and Headteachers Department Human Resources Reviewing Officers ERW HR Group on behalf
More informationWorking Together. Sickness. Absence Management Policy and Procedures. November Uncontrolled Copy
Sickness Absence Management Policy and Procedures Sickness Working Together Absence Management Policy and Procedures November 2012 Borders College 16/11/2012 1 Working Together Sickness Absence Management
More informationBISHOP GROSSETESTE UNIVERSITY. Document Administration
BISHOP GROSSETESTE UNIVERSITY Document Administration Document Title: Document Category: Sickness Absence Policy and Procedure Policy and Procedure Version Number: 2 Status: Reason for development: Scope:
More informationILL HEALTH CAPABILITY (Ordinance Policy)
UNIVERSITY OF LEICESTER ORDINANCE ILL HEALTH CAPABILITY (Ordinance Policy) For use in: For use by: Owner All Divisions/Schools/Departments/Colleges of the University All University employees Staffing Policy
More informationIntaGR8 Sickness Policy
IntaGR8 Sickness Policy Absence due to illness Section 1 - Policy statement IntaGR8 recognises that certain levels of absence due to illness are inevitable. It is IntaGR8 s policy to deal with cases of
More informationPartnership of Fleggburgh and Freethorpe Schools Management of Staff Absence
Contents of this policy: Rationale Purpose Aim Partnership of Fleggburgh and Freethorpe Schools Management of Staff Absence 2016-18 Annex GUIDELINES for ABSENCE due to sickness Reporting Procedure Certification
More informationRADYR AND MORGANSTOWN COMMUNITY COUNCIL. Sickness Absence Policy & Procedure
Policy RADYR AND MORGANSTOWN COMMUNITY COUNCIL Sickness Absence Policy & Procedure The Community Council aims to secure the attendance of all employees throughout the working week. However, it recognises
More informationCapability Policy and Procedure
Capability Policy and Procedure Version 2.4 Important: This document can only be considered valid when viewed on the Trust Website. If this document has been printed or saved to another location, you must
More informationTHE PARTNERSHIP TRUST. Sickness Absence Policy
Sickness Absence Policy Review Due: September 2020 Last Review September 2017 Applicable to: All Trust Schools Reviewed by: Contents 1. Policy statement... 2 2. PERSONNEL RESPONSIBLE FOR THIS POLICY...
More informationManaging Sickness Procedure/Policy
1.0 Aim of the procedure 1.1 To ensure that managers: 1 understand and apply the Council s standards of attendance in the work-place and monitor their achievement 2 identify through risk assessments, general
More informationAbsence Management Policy
Absence Management Policy Responsible for policy CC2 Date of policy January 2019 Date approved by Remuneration Committee January 2019 Date of review September 2019 Chair of Directors 1 P a g e Definitions
More informationBISHOP WORDSWORTH S SCHOOL REDUNDANCY PROCEDURE
BISHOP WORDSWORTH S SCHOOL INTRODUCTION REDUNDANCY PROCEDURE 1. The Governing Body seeks to ensure, as far as possible, security of employment for employees by forward planning. However, it is recognised
More informationNORTHERN IRELAND AMBULANCE SERVICE ATTENDANCE MANAGEMENT POLICY
NORTHERN IRELAND AMBULANCE SERVICE ATTENDANCE MANAGEMENT POLICY Attendance Management Policy Northern Ireland Ambulance Service 1. Introduction The Northern Ireland Ambulance Service Trust will consistently
More informationEmployee Disciplinary Procedure
Employee Disciplinary Procedure PURPOSE AND SCOPE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct whilst at work or representing
More informationMANAGEMENT OF CHANGE POLICY
MANAGEMENT OF CHANGE POLICY Rev Date Purpose of Issue/Description of Review Date Change 1. 2 3. Policy officer Senior Responsible Officer Approved By and Date Equality Impact Assessed and date Director
More informationGRIEVANCE AND DISPUTES PROCEDURE
GRIEVANCE AND DISPUTES PROCEDURE Ratified by: Joint Local Negotiating Committee Date Ratified: 20 th May 2010 Name of originator/author: Nicky Littler Name of responsible Joint Local Negotiating Committee
More informationSickness Absence Policy
Sickness Absence Policy This policy sets out the University approach to sickness absence. 1. Procedure Staff members who are absent from work due to sickness or accident should normally adhere to the following:
More informationHealth & 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 informationHARRIS FEDERATION OF ACADEMIES GRIEVANCE PROCEDURE
HARRIS FEDERATION OF ACADEMIES GRIEVANCE PROCEDURE 1. Terms of Reference 1.1 For all employees employed by the Harris Federation in any of the Harris Academies and ex-employees of any of the Harris Academies
More informationHEALTH CAPACITY PROCEDURE
HEALTH CAPACITY PROCEDURE Index Section Details Page 1 Overview 2 1.1 Who is bound by this procedure 2 2 Purpose 2 3 Definitions 4 Responsibilities 3.1 Line Manager 2 3.2 s 2 3.3 Targets 2 3.4 Target Start
More information