POLICY FOR THE MANAGEMENT OF ABSENCE DUE TO SICKNESS

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "POLICY FOR THE MANAGEMENT OF ABSENCE DUE TO SICKNESS"

Transcription

1 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 by owner (if applicable): N/A Date approved: 29/05/12 Approving body: Trust Executive Team Date for review: May, 2015 Owner: Deputy Director of Organisational Development & Workforce Document type: Policy Number of pages: 8 (including front sheet) Author / Contact: Jane Heaton, Deputy Director of Organisational Development & Workforce Northern Lincolnshire and Goole Hospitals NHS Foundation Trust actively seeks to promote equality of opportunity. The Trust seeks to ensure that no employee, service user, or member of the public is unlawfully discriminated against for any reason, including the protected characteristics as defined in the Equality Act These principles will be expected to be upheld by all who act on behalf of the Trust, with respect to all aspects of Equality.

2 1.0 Purpose The following policy (and the associated procedure) sets out how absence due to sickness will be managed. It is designed to ensure all managers adopt a fair and consistent approach to the management of sickness absence, taking due account of individual circumstances. 2.0 Area This policy applies to all employees of Northern Lincolnshire and Goole Hospitals NHS Foundation Trust. 3.0 Duties 3.1 Employee to ensure they attend work in accordance with their Contract of Employment and any absence due to sickness is communicated in a timely and effective manner, ensuring regular contact is maintained during any absence. 3.2 Line Manager to manage employee absence, in accordance with both the policy and the procedure documents, in a timely, effective and fair manner. In addition, provision of accurate and timely sickness absence data to the ESR Bureau. 3.3 ESR Bureau to input sickness absence information in a timely and accurate manner, as appropriate and in conjunction with e-rostering. 3.4 Staff Side Organisations to support employees being managed under this policy, when approached by an employee who is a member of their organisation, i.e. offering advice and attending formal meetings (as outlined in the associated procedure). 4.0 Principles 4.1 The overriding priority of the Trust is to provide the highest possible standard of health care to our patients. The regular and reliable attendance at work of all Trust employees is essential to achieve this. Employees have a responsibility to attend work in line with their Contract of Employment. 4.2 The Trust recognises that on occasions it may be necessary for employees to be absent from work for different reasons and has developed employment policies and practices which strike a balance between supporting those who need to be absent and where appropriate taking action in order to minimise the disruption to services. Employees should be reassured that they will be treated fairly and that their contribution is valued. 4.3 It is also recognised that individuals within the workforce may have complex mental and physical health conditions that may benefit from greater understanding, adaptation or work design. The Trust will, wherever reasonable, provide support to these individuals, which will enable them to work longer and by doing so ensure the Trust remains an employer that retains the skills and talent of the workforce. Printed copies valid only if separately controlled Page 2 of 8

3 4.4 High levels of absence in a department can have a detrimental effect on the quality of the service provided, and places an additional burden on colleagues and affects working relationships. The objective for the Trust must be to identify problems at the earliest opportunity, support and work with individuals to aid their recovery and achieve a return to work within an appropriate and reasonable timescale. This needs to be progressed within a process that allows for open discussion within an agreed framework, together with each case being considered on its own merits. 4.5 This policy is designed to enable all Line Managers to manage sickness absence in a fair and consistent manner, and to inform employees of how such cases will be handled. The Trust will ensure information and support is provided to line managers on how to ensure adequate records of absence are kept, how to monitor and deal with sickness absence, which will include whether absence falls under this policy or another related Trust employment policy such as special leave. Support will also include how to conduct return to work interviews, how to manage individuals with unsatisfactory sickness records and practical ideas for improving attendance. 4.6 The Trust has a duty of care to its employees and is committed to their health, safety and welfare at work. The Trust aims to reduce the causes of ill health to staff in the workplace, thereby reducing and preventing absence, and therefore it will follow and promote practices to achieve this including any work related issues that may affect an individual s ability to attend work. 4.7 There is a mutual responsibility by the employer and the employee to comply with Health and Safety requirements, reporting injuries and dangerous occurrences (RIDDOR) and all staff should familiarise themselves with this. 5.0 Absence Management Process 5.1 For the purpose of this policy, absences of less than 28 days are classified as short term and absences of 28 days and more are classified as long term. 5.2 Although all absences due to sickness will be dealt with in a fair and consistent manner, it is recognised that each case will have differing circumstances and various factors to take into account. For these reasons, when dealing with sickness absence due to serious underlying health issues there may be some management discretion as to the instigation of the Formal Stages as outlined in the procedure document. Printed copies valid only if separately controlled Page 3 of 8

4 6.0 Responsibilities 6.1 All employees of Northern Lincolnshire and Goole Hospitals NHS Foundation Trust must ensure they are aware of and understand this policy and the associated procedure. It is an employee s responsibility to notify their manager if they are going on holiday whilst absent from work due to sickness and this time will be deducted from their annual leave entitlement. 6.2 Employees should not undertake employment elsewhere whilst on sick leave unless authorised by their manager as this may constitute fraud and would be subject to both criminal and internal disciplinary procedures. 6.3 Failure to comply with this policy will result in disciplinary action. Abuse of sick pay regulations or knowingly submitting false claims for sick pay will be regarded as gross misconduct and may result in summary dismissal and/or criminal prosecution. 7.0 Equality Act (2010) 7.1 In accordance with the Equality Act (2010), the Trust will make reasonable adjustments to the workplace so that an employee with a disability, as covered under the Act, should not be at any substantial disadvantage. The Trust will endeavour to develop an environment within which individuals feel able to disclose any disability or condition which may have a long term and substantial effect on their ability to carry out their normal day to day activities. 7.2 The Trust will wherever practical make adjustments as deemed reasonable in light of an employee s specific circumstances and the Trust s available resources paying particular attention to the Disability Discrimination requirements. 8.0 Phased Return to Work 8.1 The Occupational Health Department will assess an individual, and advise on the types of duties and specific time periods that they are capable of undertaking. This advice will be considered against the exigencies of the service. For any short-term sickness absence we would not normally envisage a phased return to be necessary. 8.2 For long-term sickness absence where Occupational Health recommends a structured programme for rehabilitating/phasing/trialling for work, the Trust will, wherever possible, support such a programme and employees will continue to receive full pay for their contracted working hours for up to a maximum of four weeks. Any programme between two and four weeks may be facilitated by the use of the employee s annual leave. After four a temporary reduction in contracted hours will be discussed. When using annual leave, the employee must retain a pro rata amount of their annual leave in relation to the remaining period of their annual leave year, e.g. 9 months remaining, entitlement of 29 days per year, the employee would not be expected to use more than a quarter (7 days) of their annual leave to facilitate a structured return. Printed copies valid only if separately controlled Page 4 of 8

5 9.0 Sick Pay Arrangements in Specific Circumstances 9.1 Suspension from duty to prevent the spread of infection Special leave with pay will be provided to staff that are suspended by their Manager from their contracted duties because of infection control. Alternative duties will be considered as appropriate following advice from Occupational Health and/or Infection Control. The Trust will pay the salary and allowances, to which the employee would have been entitled, for the duration of the special leave. 9.2 Sickness absence as a result of infectious illness contracted at work Where an employee contracts an infection which causes absence from work, and should the Manager following advice from Occupational Health consider beyond doubt that they contracted the infection at work, this period of sickness absence will not count towards their sickness record for monitoring purposes. 9.3 Accident due to professional sport or negligence Sick pay allowances will not be paid for absence resulting from an accident due to active participation in a sport as a profession, or where contributable negligence is proven, or there is involvement in criminal activity. 9.4 Injury sustained on duty A period of absence due to injury sustained by an employee in the actual discharge of their duty will be recorded as sickness absence but not counted for monitoring purposes. However, as in the case of long term sickness absence, if it is apparent that a return to work within a timely period is not likely, options including termination of contract may have to be considered. Any accident sustained at work must be recorded in line with Health and Safety requirements and Trust policy Temporary Injury Allowance This is a temporary benefit which may be payable to employees who are injured as a result of an industrial injury or disease and who are receiving half pay or no pay. In general terms, temporary injury allowance tops up the total pay to a guaranteed income of 85% of pre-injury pay Permanent Injury Benefit 11.1 Where, as a result of an industrial injury or disease, an employee s contract of employment is either terminated or has to be varied to the detriment of that employee, an application for permanent injury allowance may be made to the Department of Health To be eligible to submit a claim, employees must have reported the injury to their line manager immediately after the incident/accident and must have completed an incident form which notifies the Health and Safety Department of a possible RIDDOR incident at work as per the Incident Reporting Policy. The Health and Safety Department will then inform the ESR Bureau that the employee has sustained an injury at work and may be entitled to injury benefit. Printed copies valid only if separately controlled Page 5 of 8

6 12.0 Recovering damages from a Third Party In circumstances where an employee is absent as a result of an accident and is able to recover damages from a third party, the employee must refund to the Trust the sick pay that they have received to the value of the damages awarded. During any such period of sickness the Trust will continue to pay occupational sick pay allowances, according to the employee s entitlement, in the usual way. Any period of absence in such a case where a refund of monies is made in full shall not count for the purposes of sickness absence monitoring and any sick pay allowance they have used in relation to this period of absence will be reinstated Sickness Absence and Annual Leave 13.1 Employees becoming ill during annual leave must produce a Fit Note from a GP or Specialist, or an appropriate medical certificate if taken ill whilst on holiday abroad, covering the period of illness. For the period covered by the Fit Note or medical certificate they will be recorded as being on sick leave and annual leave will be reimbursed Where annual leave cannot be taken due to a period of long term sickness absence this will be accrued during paid sickness absence and where this absence falls between two annual leave years, employees can stop sickness absence in order to take their annual leave, and then resume sickness absence if they are still unable to return to work Extension of sick pay 14.1 Sick pay for those who have exhausted sick pay entitlements may be reinstated at half pay after 12 months of continuous sickness absence only in exceptional circumstances and defined in the Terms and Conditions of Service and following agreement with the Director, Lead Manager and Human Resources Reinstatement of sick pay may continue until the final review meeting has taken place, and is not retrospective for any period of zero pay in the preceding 12 months of continuous absence. This provision will only apply where the failure to undertake the final review meeting is due to delay by the Trust, not a delay by the employee Monitoring Compliance and Effectiveness The Director of Organisational Development and Workforce will be responsible for reviewing the policy on an annual basis in conjunction with staff side colleagues and other key stakeholders, to identify whether any changes are required as a result of nationally agreed policies and/or legislation and to monitor its overall efficiency. The HR Department will continue to monitor sickness absence levels and trends and work with managers to ensure the appropriate monitoring continues. Printed copies valid only if separately controlled Page 6 of 8

7 16.0 Associated Documents This document relates to, and should be read in conjunction with, a number of other Human Resources documents, specifically: Sickness Absence Procedure Sickness Notification Pro-Forma Self-Certificate Pro-Forma Return to Work Interview Pro-Forma Notice of Concern Letter Formal Stage 1 Meeting Notes Pro Forma First Written Warning Formal Stage 2 Meeting Notes Pro-Forma Final Written Warning Long Term Sickness Review Pro-forma Maternity Leave Policy and Associated Procedure Disciplinary Policy Managing Performance Policy Grievance Policy Special Leave Policy Incident Reporting Policy Health and Safety Policy 17.0 References NHS Terms & Conditions of Service Handbook Part 3, Section 14: Sickness Absence Access to Medical Records Act Equality Act Health and Safety Act Temporary and Permanent Injury Allowance NHS Pension and Ill Health Retirement Scheme Printed copies valid only if separately controlled Page 7 of 8

8 18.0 Definitions None Consultation This policy has been subject to consultation with key stakeholders including staff side and management representatives Dissemination All Trust employees Implementation From date of ratification by the Executive Team. The electronic master copy of this document is held by Document Control, Office of the Medical Director, NL&G NHS Foundation Trust. Printed copies valid only if separately controlled Page 8 of 8

Managing Sickness Procedure/Policy

Managing 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 information

Capability health procedure for academic support staff

Capability 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 information

Attendance. Employee Policy HR Consult. 1. Policy Statement

Attendance. 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 information

Staff Sickness and Absence Policy

Staff Sickness and Absence Policy Staff Sickness and Absence Policy Policy Code: Policy Start Date: Policy Review Date: HR18 July 2015 July 2018 Please read this policy in conjunction with the policies listed below: ACAS Code Staff Disciplinary

More information

SICKNESS ABSENCE MANAGEMENT POLICY AND PROCEDURE

SICKNESS 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 information

BISHOP GROSSETESTE UNIVERSITY. Document Administration

BISHOP 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 information

MANAGING SICKNESS ABSENCE POLICY & PROCEDURE

MANAGING SICKNESS ABSENCE POLICY & PROCEDURE MANAGING SICKNESS ABSENCE POLICY & PROCEDURE 1. Introduction 1.1 This policy and procedure applies to all employees of Loughborough University, regardless of contract type or duration, other than those

More information

SICKNESS ABSENCE POLICY AND PROCEDURE

SICKNESS ABSENCE POLICY AND PROCEDURE SICKNESS ABSENCE POLICY AND PROCEDURE Document Title: Sickness Absence Policy and Procedure Version control: V6.0/2017 Policy Owner: Dawn Haddrick, HR Advisor Approval Process: HR: 17 May 2017 Trade union

More information

Terms of Engagement SW London Collaborative Staff Bank

Terms of Engagement SW London Collaborative Staff Bank Terms of Engagement SW London Collaborative Staff Bank In joining the South West London Collaborative Staff Bank, you agree to the following terms which govern the arrangements under which you may be offered

More information

SICKNESS ABSENCE POLICY & PROCEDURE

SICKNESS 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 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

Staff Sickness Absence Policy (Incorporating Ill Health Capability Procedures

Staff 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 information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Version 2.5 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

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

UNIVERSITY OF EXETER DISCIPLINARY PROCEDURE. Disciplinary Policy and Procedure

UNIVERSITY OF EXETER DISCIPLINARY PROCEDURE. Disciplinary Policy and Procedure UNIVERSITY OF EXETER DISCIPLINARY PROCEDURE Disciplinary Policy and Procedure 1 Policy, purpose and principles 2 Relationship with other Policies and Procedures 3 Informal procedure 4 The Formal Disciplinary

More information

ABSENCE MANAGEMENT POLICY & PROCEDURE

ABSENCE 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 information

Human Resources Policy Framework. Management of Attendance Policy and Procedure

Human 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 information

SICKNESS ABSENCE POLICY AND PROCEDURE

SICKNESS ABSENCE POLICY AND PROCEDURE 1. INTRODUCTION MIND IN CROYDON SICKNESS ABSENCE POLICY AND PROCEDURE 1.1 The purpose of this policy is: To ensure consistency and fairness in Mind s response to the absence from work of employees through

More information

Discipline Policy and Procedure. Adopted by the Trust Board on 6 December 2016

Discipline Policy and Procedure. Adopted by the Trust Board on 6 December 2016 Discipline Policy and Procedure Adopted by the Trust Board on 6 December 2016 1 P a g e Whole Trust Discipline Policy and Procedure Contents 1. Purpose... 2 2. General Principles... 2 3. Acceptable Behaviour

More information

Recruitment and Selection Policy and Procedure

Recruitment and Selection Policy and Procedure Recruitment and Selection Policy and Procedure Date Impact Assessed: March 2014 Version No: 1 No of pages: 14 Date of Issue: Date of next review: April 2015 Distribution: All employees Published: Recruitment

More information

Acting Up and Secondment Policy and Procedures

Acting Up and Secondment Policy and Procedures Acting Up and Secondment Policy and Procedures Version Number: V2.0 Name of originator/author: Deputy Director of Workforce and Organisational Development Name of responsible committee: JNCC & Trust Management

More information

Rownhams CE Primary School. Sickness Absence Policy and Procedure

Rownhams CE Primary School. Sickness Absence Policy and Procedure Rownhams CE Primary School Sickness Absence Policy and Procedure Page Number Part 1 Introduction 2 Part 2 Sickness Absence Policy 4 1. Employee responsibility: reporting sickness absence 4 2. Headteacher/senior

More information

MANAGING ATTENDANCE AND ABSENCE POLICY AND PROCEDURES JANUARY This policy supersedes all previous policies for managing attendance and absence

MANAGING ATTENDANCE AND ABSENCE POLICY AND PROCEDURES JANUARY This policy supersedes all previous policies for managing attendance and absence MANAGING ATTENDANCE AND ABSENCE POLICY AND PROCEDURES JANUARY 2016 This policy supersedes all previous policies for managing attendance and absence POLICY TITLE Managing Attendance and Absence Policy and

More information

Sickness Absence Management Policy and Procedure for All Staff in Schools

Sickness 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 information

Special Leave. Human Resources

Special Leave. Human Resources Special Leave Compassionate leave, care leave, medical appointments, fertility treatment, adverse weather, public duties, volunteer reserve forces, jury service Human Resources Special leave Aim The University

More information

SICKNESS AND ABSENCE POLICY AND PROCEDURE

SICKNESS AND ABSENCE POLICY AND PROCEDURE HUMAN RESOURCES SICKNESS AND ABSENCE POLICY AND PROCEDURE CONTENTS 1.0 INTRODUCTION 2.0 CONTRACTUAL ARRANGEMENTS UNDER THIS POLICY 3.0 ROLES AND RESPONSIBILITIES 4.0 SICKNESS MANAGEMENT PROCEDURE 5.0 OTHER

More information

DIOCESAN SCHOOLS COMMISSION

DIOCESAN SCHOOLS COMMISSION MODEL PROCEDURES FOR MANAGING STAFF SICKNESS ABSENCE IN VOLUNTARY AIDED CATHOLIC SCHOOLS MAY 2011 DIOCESAN SCHOOLS COMMISSION Serving Catholic Schools in the Archdiocese of Birmingham Archdiocese of Birmingham

More information

Date of review: Policy Category:

Date of review: Policy Category: Title: Disciplinary Policy Date Approved by: Approved: February JSPF 2015 March 2015 OD and Workforce Committee October 2016 JSPF Division/Department: Date of review: November 2018 Policy Category: Policy

More information

Special Leave Policy. Special Leave Policy

Special Leave Policy. Special Leave Policy Special Leave Policy Responsible Director: Author and Contact Details: Document Type: Target Audience: Document Purpose/ Scope: Date Approved/ Ratified: Approved/Ratified by: Director of HR & Governance

More information

Regulation pertaining to disciplinary & related procedures for academic staff

Regulation pertaining to disciplinary & related procedures for academic staff Regulation pertaining to disciplinary & related procedures for academic staff Table of Contents 1. Application... 2 2. Introduction... 2 3. General Principles... 2 4. Investigation... 3 5. Informal guidance

More information

Directorate of Strategy & Planning DATA QUALITY POLICY

Directorate of Strategy & Planning DATA QUALITY POLICY Directorate of Strategy & Planning DATA QUALITY POLICY Reference: FPP003 Version: 1.6 This version issued: 24/06/14 Result of last review: Minor changes Date approved by owner (if applicable): N/A Date

More information

Human Resources People and Organisational Development. Disciplinary Procedure Manual Staff

Human 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 information

THIS AGREEMENT is made on the [insert day] day of [insert month] [insert year]

THIS AGREEMENT is made on the [insert day] day of [insert month] [insert year] This is a sample not the full document Buy the full document in Word format. Select from the following options: Individual Document compactlaw.co.uk/directors-service-agreement.html Employers Pack Staff

More information

Brook Learning Trust. Procedure for the Management of Absence & Special Leave for Employees

Brook Learning Trust. Procedure for the Management of Absence & Special Leave for Employees Brook Learning Trust Procedure for the Management of Absence & Special Leave for Employees At Brook Learning Trust we bring together our unique academies in our belief in the power of education to change

More information

2.7 Staff Sickness and Absence Management Policy

2.7 Staff Sickness and Absence Management Policy 2.7 Staff Sickness and Absence Management Policy Crick Pre-School recognises that employees may be absent from the setting for a variety of reasons. To ensure that all staff are treated in a consistent

More information

ILL HEALTH CAPABILITY (Ordinance Policy)

ILL 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 information

PROCEDURE FOR MANAGING PROBATIONARY PERIODS POLICY

PROCEDURE FOR MANAGING PROBATIONARY PERIODS POLICY Policy Reference: 254 PROCEDURE FOR MANAGING PROBATIONARY PERIODS POLICY Version: 1 Name and Designation of Policy Author(s) Ratified By (Committee / Group) Lawrence Osgood, Head of HR Workforce and Communication

More information

SICKNESS ABSENCE POLICY

SICKNESS ABSENCE POLICY SICKNESS ABSENCE POLICY Policy Number: Version: 001 Ratified By: Date Ratified: Name of Sponsor: Name of Originator/Author: Date Issued: February 2015 Review Date: February 2017 Target Audience: All CCG

More information

Duties. Hours of work

Duties. Hours of work HOMERTON UNIVERSITY HOSPITAL NHS FOUNDATION TRUST Duties TERMS OF ENGAGEMENT FOR BANK STAFF NAME BAND DATE OF ENGAGEMENT Appointment You have been registered on the Bank with Homerton University Hospital

More information

Human Resources. Disciplinary procedures Teaching and support staff

Human Resources. Disciplinary procedures Teaching and support staff Human Resources Disciplinary procedures Teaching and support staff Rev: September 2013 Contents Page 1. Introduction 3 2. Key policy principles 3 3. Support available during the disciplinary procedure

More information

Career Break Policy October 2012

Career Break Policy October 2012 Career Break Policy October 2012 STAF'20 SLLC Career Break Scheme Oct 2012 Page 1 of 7 SOUTH LANARKSHIRE LEISURE AND CULTURE CAREER BREAK POLICY 1. Policy Statement 1.1 South Lanarkshire Leisure and Culture

More information

SAMPLE EMPLOYMENT CONTRACT FOR NANNY

SAMPLE EMPLOYMENT CONTRACT FOR NANNY SAMPLE EMPLOYMENT CONTRACT FOR NANNY Date of Issue: [number] day of [month] 20 BETWEEN 1) [insert name of employer(s)] of [address] ("the Employer") 2) [insert name of Nanny] of [address] ("the Nanny")

More information

Human Resources Policy

Human Resources Policy Human Resources Policy Policy Title : Special leave Policy Section : Leave Prepared by : Review / development group composition: Version number : Equality Impact Assessment : HR Management HR Policies

More information

Barnies Day Nurseries and Out of School Clubs Grievance and Disciplinary Policy and Procedures

Barnies Day Nurseries and Out of School Clubs Grievance and Disciplinary Policy and Procedures Barnies Day Nurseries and Out of School Clubs Grievance and Disciplinary Policy and Procedures Disciplinary rules and procedures are necessary to promote orderly employee relations as well as fairness

More information

WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members.

WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE 1. INTRODUCTION 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. 1.2 The procedure will be applied in accordance

More information

Organisational and Workforce Change Procedure PROCEDURE DOCUMENT

Organisational and Workforce Change Procedure PROCEDURE DOCUMENT Organisational and Workforce Change Procedure PROCEDURE DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: Version Number: 9 Controlled Document Sponsor: Controlled Document Lead: Procedure

More information

COMPANY CAR ALLOWANCE SCHEME

COMPANY CAR ALLOWANCE SCHEME COMPANY CAR ALLOWANCE SCHEME Page 2 COMPANY CAR ALLOWANCE SCHEME CONTENTS Introduction & Scope 3 Driving Licence and Insurance 3 Company Car Allowance 4 Terms of Provision 5 High Mileage Car User Compensation

More information

RESEARCH COUNCIL SICKNESS ABSENCE MANAGEMENT POLICY

RESEARCH COUNCIL SICKNESS ABSENCE MANAGEMENT POLICY Content Policy statement 1. Principles 2. Reporting sickness absence 3. Part day s attendance 4. Sickness absence and annual leave 5. Medical appointments 6. Occupational health (including accidents at

More information

Employee Disciplinary Procedure

Employee 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 information

UMBRELLA PAYE CONTRACT OF EMPLOYMENT

UMBRELLA PAYE CONTRACT OF EMPLOYMENT UMBRELLA PAYE CONTRACT OF EMPLOYMENT Between: 1) ONE PAYROLL SOLUTIONS LIMITED (Company number 8886716) whose registered office is One Payroll Solutions Ltd, M25 Business Centre, 121 Brooker Road, Waltham

More information

Job Description. DEPUTY HUMAN RESOURCES MANAGER Grade VII

Job Description. DEPUTY HUMAN RESOURCES MANAGER Grade VII Job Description DEPUTY HUMAN RESOURCES MANAGER Grade VII Reviewed January 2018 1. Qualifications, Experience & Person Specification 2. Accountability 3. Outline of Duties & Responsibilities 4. Particulars

More information

Technical factsheet Disciplinary, dismissal and grievance procedures

Technical factsheet Disciplinary, dismissal and grievance procedures Technical factsheet Disciplinary, dismissal and grievance procedures This factsheet is part of a suite of employment factsheets and a pro forma contract that are updated regularly. These are: The contract

More information

Policy Number G9 Effective Date: 25/05/2017 Version: 1 Review Date: 25/05/2018

Policy Number G9 Effective Date: 25/05/2017 Version: 1 Review Date: 25/05/2018 Aim of the Policy This document outlines the policy of Carefound Home Care (the Company ) in relation to the disciplinary procedure. This policy is intended to set out the values, principles and policies

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Table of Contents Context. p.01 Scope. p.01 Key Principles.. p.01 Responsibilities.. p.03 Informal Support.... p.04 Formal Disciplinary Procedure p.05 Investigation..

More information

DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURE DISCIPLINARY POLICY AND PROCEDURE This policy and procedure explains the process which management and Governors will follow in all cases of misconduct to ensure fairness and consistency of approach. General

More information

Annual Leave Guidance HR 20

Annual Leave Guidance HR 20 Annual Leave Guidance HR 20 April 2008 1 Document Management Title of document Annual Leave Guidance Type of document Guidance HR 20 Relevant to All Employees Author Department Directorate Andrew Stewart

More information

Highbury Grove School Disciplinary Procedure

Highbury Grove School Disciplinary Procedure Highbury Grove School Disciplinary Procedure The policy was adopted by the governing body of Highbury Grove School on 8 February 2017 Review date: Spring 2018 1 Contents 1. Purpose... 3 2. Application

More information

Joint Agreement on Guidelines for the Employment of Fixed-Term Employees in Further Education Colleges. Between. The Association of Colleges (AoC) and

Joint Agreement on Guidelines for the Employment of Fixed-Term Employees in Further Education Colleges. Between. The Association of Colleges (AoC) and Joint Agreement on Guidelines for the Employment of Fixed-Term Employees in Further Education Colleges Between The Association of Colleges (AoC) and Association for College Management (ACM) Association

More information

Fixed Term Staffing Policy

Fixed Term Staffing Policy Fixed Term Staffing Policy Who Should Read This Policy Target Audience All Trust Staff Version 1.0 October 2015 Ref. Contents Page 1.0 Introduction 4 2.0 Purpose 4 3.0 Objectives 4 4.0 Process 4 4.1 Recruitment

More information

HUMAN RESOURCES POLICY

HUMAN RESOURCES POLICY North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY REDEPLOYMENT Policy Number: HR28 Version Number: 2.0 Issued Date: May 2015 Review Date: May 2017 Sponsoring Director: Prepared By:

More information

Flexible Working Policy

Flexible Working Policy Flexible Working Policy Originator Katie Davis Personnel Adviser Lead Director Janet King, Director and Personnel and Facilities Version number 3 Implementation date 2004 Ratified by USC October 2013 Review

More information

Term Time Policy. Version Date of Approved by: V1 W&OD Committee 18/09/ /09/ /09/2020

Term Time Policy. Version Date of Approved by: V1 W&OD Committee 18/09/ /09/ /09/2020 Term Time Policy Policy Number: 582 Supersedes: Classification Employment Version Date of Date of Date made Review Approved by: No EqIA: Approval: Active: Date: V1 W&OD Committee 18/09/2017 21/09/2017

More information

Staff Counselling Service

Staff Counselling Service Staff Counselling Service HR66 Additionally refer to : HS01 Health & Safety Policy HR31 Managing Attendance and Employee Wellbeing HR65 Occupational Health Service Version: V1 issued January 2009 V2 approved

More information

EMPLOYMENT POLICIES AND PROCEDURES SPECIAL LEAVE POLICY

EMPLOYMENT POLICIES AND PROCEDURES SPECIAL LEAVE POLICY EMPLOYMENT POLICIES AND PROCEDURES SPECIAL LEAVE POLICY (Replaces the former Special Leave Policy, Compassionate Leave Policy, Carer Leave Policy and Leave for Civil and Public Duties Policy) Unique ID:

More information

Leave of Absence Policy. June Review date: June 2019

Leave of Absence Policy. June Review date: June 2019 Leave of Absence Policy June 2016 Review date: June 2019 1 Produced by Browne Jacobson LLP to be used by the intended school/academy only Contents 1. Introduction... 3 2. Scope and purpose of this policy...

More information

Ealing Schools. Medical Capability Procedure

Ealing Schools. Medical Capability Procedure Ealing Schools Medical Capability Procedure April 2009 Summary Medical Capability Procedure The aim of this procedure is to provide fair and effective arrangements to support schools in managing sickness

More information

Code of Conduct. Human Resources Policies and Procedures. UCD/HRO/Conduct/048

Code of Conduct. Human Resources Policies and Procedures. UCD/HRO/Conduct/048 1NHSBT Code of Conduct UCD/HRO/Conduct/048 Version Issued: February 2013v1.1 Human Resources Policies and Procedures Code of Conduct UCD/HRO/Conduct/048 1 Policy UCD/HRO/Conduct/048 Title NHSBT Code of

More information

Probation Policy and Procedure

Probation Policy and Procedure Probation Policy and Procedure Effective from 3 rd January 2017 Author: Employee Relations Advisor Human Resources 1.0 Purpose 1.1 The University recognises that a supportive and developmental probation

More information

POLICY IN RELATION TO SPECIAL LEAVE

POLICY IN RELATION TO SPECIAL LEAVE POLICY IN RELATION TO SPECIAL LEAVE DOCUMENT CONTROL: Version: 9 Ratified by: HR&OD Policy and Planning Group Date ratified: 6 June 2013 Name of originator/author: Director of Workforce and Organisational

More information

Managing Sickness Absence Policy. Date ratified February Review Date February 2018

Managing Sickness Absence Policy. Date ratified February Review Date February 2018 Document Title Reference Number Lead Officer Author(s) (name and designation) Ratified by Managing Sickness Absence Policy NTW(HR)10 Lisa Crichton-Jones Executive Director of Workforce and Organisational

More information

Policy No: 36. Staff Disciplinary Policy

Policy No: 36. Staff Disciplinary Policy Policy No: 36. Staff Disciplinary Policy Coordinator Review Frequency Executive Operations Manager Annually Policy First Issued 2014 Last Reviewed Autumn Term 2017 Date policy considered by External HR

More information

Car allowance policy. Managers. Employees

Car allowance policy. Managers. Employees Car allowance policy The Company provides car allowances to its employees who are required to use a vehicle to carry out their work for the Company, or according to their role and status. This policy sets

More information

Sickness Absence & Sick Pay

Sickness Absence & Sick Pay Sickness Absence & Sick Pay Date last reviewed and approved: 8 th October 2013 SICKNESS ABSENCE AND SICK PAY This policy applies to employees of Hemingford Grey Primary School. It does not form part of

More information

MANAGING STAFF DURING CRISIS SITUATIONS

MANAGING STAFF DURING CRISIS SITUATIONS MANAGING STAFF DURING CRISIS SITUATIONS The purpose of this document is to assist managers to understand the implications for staff and business continuity during a crisis event such as a pandemic, earthquake

More information

Organisational Change Policy and Procedure

Organisational Change Policy and Procedure Organisational Change Policy & Procedure Document Type Author Owner (Dept) Organisational Change Policy and Procedure Senior Management Team Human Resources Date of Review July 2013 List of Contents Page

More information

IMPLEMENTATION DATE: NOVEMBER 2015 (REISSUED FEBRUARY 2017)

IMPLEMENTATION DATE: NOVEMBER 2015 (REISSUED FEBRUARY 2017) Sickness Absence Management 10.01 SECTION: HUMAN RESOURCES POLICY AND PROCEDURE: 10.01 NATURE AND SCOPE: SUBJECT: POLICY - TRUST WIDE SICKNESS ABSENCE MANAGEMENT This policy and procedure sets out the

More information

This policy is also available in large print and other formats and languages, upon request.

This policy is also available in large print and other formats and languages, upon request. NHS Grampian Fixed Term Contracts Policy This policy is also available in large print and other formats and languages, upon request. NHS Grampian will pay for Language Line telephone interpretation or

More information

Capability Policy and Procedure for All School Based Staff. Effective from 1 September 2012 CONTENTS

Capability Policy and Procedure for All School Based Staff. Effective from 1 September 2012 CONTENTS Capability Policy and Procedure for All School Based Staff Effective from 1 September 2012 CONTENTS 1. Policy Statement 2. Scope of Policy and Procedure 3. Management Support for Performance Advice and

More information

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

The Newcastle upon Tyne Hospitals NHS Foundation Trust. Employment Policies & Procedures The Newcastle upon Tyne Hospitals NHS Foundation Trust Employment Policies & Procedures Maintaining Services During Adverse Weather Conditions and Public Transport Disruption Policy Version.: 3.0 Effective

More information

Whole School Model Disciplinary Procedure

Whole 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 information

Butterknowle Primary School. Disciplinary Policy

Butterknowle Primary School. Disciplinary Policy Butterknowle Primary School Disciplinary Policy September 2014 Contents 1 Introduction... 1 1.1 What is the policy about?... 1 1.2 Who does the policy apply to?... 1 1.3 Core Principles... 1 1.3.1 Misconduct...

More information

DISMISSAL FOR SOME OTHER SUBSTANTIAL REASON SOSR (Ordinance Policy)

DISMISSAL FOR SOME OTHER SUBSTANTIAL REASON SOSR (Ordinance Policy) UNIVERSITY OF LEICESTER ORDINANCE DISMISSAL FOR SOME OTHER SUBSTANTIAL REASON SOSR (Ordinance Policy) For use in: For use by: Owner All Divisions/Schools/Departments/Colleges of the University All University

More information

Human Resources. Disciplinary Policy. Document Control Summary

Human Resources. Disciplinary Policy. Document Control Summary Human Resources Disciplinary Policy Document Control Summary Status: Version: Author/Owner: Approved by: Ratified: Related Trust Strategy and/or Strategic Aims Implementation Date: Review Date: Key Words:

More information

NASUWT. Managing Sickness Absence. Model Policy and Procedure. The Teachers Union. the largest teachers union in the UK

NASUWT. Managing Sickness Absence. Model Policy and Procedure. The Teachers Union. the largest teachers union in the UK NASUWT The Teachers Union Managing Sickness Absence Model Policy and Procedure the largest teachers union in the UK Introduction This model policy and procedure has been developed for NASUWT Representatives

More information

MAXIMISING ATTENDANCE AND MANAGING ABSENCE POLICY

MAXIMISING ATTENDANCE AND MANAGING ABSENCE POLICY MAXIMISING ATTENDANCE AND MANAGING ABSENCE POLICY Date: June 2008 Reviewed: Adopted March 2009 June 2012 June 2014 Review Schedule: 2-years Next review Date: Spring 2016 Responsibility: Finance & Premises

More information

School Disciplinary Procedure

School Disciplinary Procedure School Disciplinary Procedure Policy or procedure reference number: S1 Issue number: 5 Date: 11/16 Review date: 11/17 Responsibility for review: Headteacher 1. Scope and purpose of the disciplinary procedures

More information

General Guide to Employment Law Introduction

General Guide to Employment Law Introduction General Guide to Employment Law Introduction In recent years, the relationship between employer and employee has been regulated more and more by legislation, much of which has originated at EU level. Human

More information

Grievance Policy and Procedure

Grievance Policy and Procedure Policy No: PP02 Version: 7.0 Name of Policy: Grievance Policy and Procedure Effective From: 08/01/2016 Date Ratified 07/12/2015 Ratified Human Resources Committee Review Date 01/12/2017 Sponsor Director

More information

TIME OFF TO TRAIN POLICY

TIME OFF TO TRAIN POLICY TIME OFF TO TRAIN POLICY CONTENTS 1. Introduction 2. Policy A. Eligibility B. How to Apply C. Considering an Application D. Meeting E. Decision on Application F. Appeals Procedure G. Extension of Time

More information

Disciplinary Policy & Procedure

Disciplinary Policy & Procedure Disciplinary Policy & Procedure 1. Purpose and scope 1.1. The purpose of this disciplinary policy is to help and encourage all employees to achieve and maintain required standards of performance and conduct.

More information

Special Leave Policy

Special Leave Policy Special Leave Policy 1. Introduction The University recognises that on occasion members of staff may encounter domestic crises which demand their attention and that in such circumstances it is reasonable

More information

Disciplinary Procedure

Disciplinary Procedure Disciplinary 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 equality impact assessed

More information

PRINCES RISBOROUGH TOWN COUNCIL DISCIPLINARY POLICY & PROCEDURE

PRINCES RISBOROUGH TOWN COUNCIL DISCIPLINARY POLICY & PROCEDURE PRINCES RISBOROUGH TOWN COUNCIL DISCIPLINARY POLICY & PROCEDURE PURPOSE AND SCOPE This procedure is designed to help and encourage all employees to achieve and maintain standards of conduct, attendance

More information

A staff member may be employed full-time on either a continuing or fixed-term basis in accordance with Clause 44 (Categories of Appointment).

A staff member may be employed full-time on either a continuing or fixed-term basis in accordance with Clause 44 (Categories of Appointment). 43 MODES OF EMPLOYMENT A fixed-term or continuing staff member may request to vary her/his mode of employment for a fixed period as agreed between the staff member the supervisor. Requests to vary a staff

More information

Disciplinary & Grievance Policy Jan 2016

Disciplinary & Grievance Policy Jan 2016 Disciplinary & Grievance Policy Jan 2016 Disciplinary Procedure: Policy statement Greenwich Mencap wants to ensure employees clearly understand the standards of conduct and behaviour (See Code of Conduct

More information

Effective 1 st January Policy Number Version 1. Employee Leave Policy and Procedure January 2011 Version 1 Page 1

Effective 1 st January Policy Number Version 1. Employee Leave Policy and Procedure January 2011 Version 1 Page 1 Policy Name: Responsibility Employee Leave Policy and Procedure Archery Australia Inc Board Effective 1 st January 2011 Policy Number 1011 Version 1 Version 1 Page 1 Leave policy Intent and objectives

More information

TERMS OF EMPLOYMENT. ISME January 2014 Page 15

TERMS OF EMPLOYMENT. ISME January 2014 Page 15 TERMS OF EMPLOYMENT The Terms of Employment (Information) Acts 1994 & 2001, which have been in effect since 16 th May 1994, require employers to provide employees with a written statement of certain particulars

More information

Achieving Work Life Balance Guidelines

Achieving Work Life Balance Guidelines Achieving Work Life Balance Guidelines Summary of Special Leave & Family Friendly Policies and Procedures for schools Where Head Teachers are referred to in this document this includes any staff member

More information

CONTRACT WITH THE TEMPORARY WORKERS (TERMS OF ENGAGEMENT/CONTRACT FOR SERVICES) 1.1. In these Terms of Engagement the following definitions apply:

CONTRACT WITH THE TEMPORARY WORKERS (TERMS OF ENGAGEMENT/CONTRACT FOR SERVICES) 1.1. In these Terms of Engagement the following definitions apply: Page 1 CONTRACT WITH THE TEMPORARY WORKERS (TERMS OF ENGAGEMENT/CONTRACT FOR SERVICES) 1. DEFINITIONS 1.1. In these Terms of Engagement the following definitions apply: Assignment Client means the period

More information

Fact Sheet Permanent or casual employee: which one are you?

Fact Sheet Permanent or casual employee: which one are you? Fact Sheet Permanent or casual employee: which one are you? 1. What is a permanent employee? A permanent employee is an employee engaged on a permanent basis and may be full-time or part-time. Continuity

More information