Sickness absence guide for staff
|
|
- Gerald Farmer
- 6 years ago
- Views:
Transcription
1 Sickness absence guide for staff
2
3 There is a clear link between healthy and happy staff and improved patient outcomes. We are looking to be a world class organisation. Therefore we need to be at the forefront in improving employee wellbeing. Good management of sickness absence and personal responsibility are central to our success in this area. This is one of a number of guides in this area that are designed to improve Trust performance and individual health and wellbeing. This document concentrates on what staff can do to improve sickness absence management. Making Contact - Employees Responsibility I do not feel well enough to attend work Have you contacted your Doctor/Dentist/Specialist you may be under the care of for an urgent appointment? Don t forget that the Staff therapy Service offers staff with back or musculoskeletal or back injury rapid access to Physiotherapy and occupational therapy. What do I do when I am poorly and cannot report for work? All staff should know which manager or supervisor to call if they are not able to attend. Staff must contact the designated manager in person, and if he/she is not available, then contact the second most senior person in your department (please bleep your manager where appropriate). You will be required to submit a Fitness to Work note to your line manager on the 8th day of absence should your illness continue beyond a week. Can I ask my partner/parent/relative/friend or colleague to phone on my behalf? Only in exceptional circumstances, i.e. an emergency hospital admission or where you are physically unable to contact your manager. What could happen if I don t make contact when off-sick? If you fail to make contact with your line manager, the payment of occupational sick pay (OSP) could be stopped by the Trust. This may also be marked as a period of unauthorised absence What happens if it is physically impossible for me to contact my line manager, will my OSP still be withheld? If you can provide an acceptable, reasonable explanation why it was impossible for you to make contact, the Trust will reimburse your OSP. Will my manager make contact with me while I am on off sick? Your line manager should contact you regularly when off sick. It is suggested that your line manager makes contact at least every 5 days if on long term sick. Is this not harassment? No, your line manager has a duty to ensure that you are recovering well and may be able to signpost you to the range of support that is available to you. It is in both your and the Trust s interest that you recover fully and return to work as quickly as is suitable.
4 Referral to Occupational Health and Sickness Meetings When will my manager refer me to Occupational Health? If you are on long-term sick your line manager will refer you to Occupational Health during week 3 of your absence in order to be seen during week 4. What will happen next? Your line manager, supported by the Business Human Resources staff, will schedule a sickness review meeting during the fourth week of your absence. What is the benefit of a sickness review meeting? This allows for your line manager and HR to meet with you to be in a position to plan around the operational needs of your department, to see how you are doing and to agree on suitable time frames for your return. Do I have to meet with them? As the aim of sickness review meetings is to understand how you are doing, as a valued member of staff, there should be no reason why you do not want to meet with your line manager and an HR representative. Is Occupational Health s opinion absolutely binding on my line manager? No. Occupational Health have an advisory role to managers and employees. The advice given in reports is impartial, and managers have to consider the feasibility of advice given by Occupational Health in terms of the impact any change may have on service need and patient care. There needs to be a valid business reason for implementing the advice provided. Can I be accompanied at a sickness review meeting by a work colleague or my staff side representative? There is no legal right to be accompanied at any informal sickness review meeting that may occur between a line manager and an employee. Should you be asked to attend a formal review meeting with a human resources representative present then your right to representation by a work colleague or a staff side representative will be offered. It is not unreasonable for you to request to be accompanied at an informal meeting. However, your manager has the right to refuse this request given the informal nature of the meeting. Returning to Work What happens when I return to work? On returning to work, your line manager will hold a return to work meeting with you, and will ask you to sign the return to work interview record. You are also required to complete a Self Certification form which your manager will give you. Why is this necessary? It is important to confirm that you are fit to return, to verify if you have breached any of the Trust sickness absence triggers and to help you integrate into your function as effectively as is possible.
5 What are sickness absence triggers? The Trust s sickness and absence policy defines triggers to monitor sickness absence and to prevent abuse. The current triggers are defined as 3 or more incidents in a rolling 6 months period and/or 10 or more days in a rolling 6 month period or one episode of three weeks or more. What happens if I reach a trigger? Depending on the circumstances relating to your sickness absence, your line manager may determine a three monthly review, or if sickness absence persists, may refer your case to a formal review meeting. Dealing with Sickness Absence Why is it so important to manage sickness absence? Sickness/Absence costs the organisation a considerable amount of money. In 2014 this amount was 8,771, If we fail to manage this issue we fail to function as an organisation. Money saved in the improved management of sickness absence can be put into improving patient care. What happens if I am referred to a formal sickness review meeting? Your line manager will present a brief overview of your sickness absence record, and will take a suitable view of your case, including any special or mitigating circumstances you may have to offer. Can my services be terminated for being sick? If sickness absence persists over a period of time, and it seems unlikely that you will be able to return, or to stay within the parameters of the Trust policy on sickness management, then it is possible for the Trust, following a procedural fair inquiry, to terminate your services due to sickness absence and the capability you lack to perform your duties. Contractual obligations Managing health, work and wellbeing is the responsibility of both the employer and the employee. The Trust has a duty to ensure that the work environment is safe and conducive to good health and wellbeing and employees also have a duty to ensure that they keep their work environment and themselves safe and that they make every effort to keep themselves well. The Trust does not wish its employees to attend for work when they are not fit to do so however, the Trust expects all employees to account for their absences and to meet their contractual obligations to work. Staff absences have a direct effect on service delivery to the people of Liverpool and represent a significant cost to the organisations.
6 Support Available to Staff in This Trust. Over the past three years we have increased the range and depth available to staff to support and improve employment. The following initiatives are only examples of the support available. Much of the support available is outlined in the Health and Wellbeing and You document. This is available to all staff at induction and those attending mandatory training. You can also view the full range of staff the support on the Staff Hub web pages. All staff should be familiar with the Trust Staff Hub pages which can be accessed on the Trust intranet page. Staff Support Service We have a 24/7 access to a Staff Support Service. Staff who call will be given confidential support. In many cases counselling can be offered. The vast majority of staff can access counselling in just a few days. Training We understand that it can often be difficult to take time to attend training. However, time spent training and understanding issues can reap benefits in the long term. We have developed a range of training opportunities and these include: Modular Training for Line Managers that includes specific absence management training. Managing Your Own Personal Stress Healthy Worker Understanding Mental Health Issues during the coming months we are looking to offer this short introduction to these issues. Staff Therapy Service Work is good for the health of the working population, yet sickness absence due to common health related conditions remains significantly high in the UK. This cost burden to individuals, employers and society can be avoided with rapid intervention. In this Trust we have a proactive staff specific service. This service takes referrals from staff, managers an occupational health. Through self-referral, Trust staff can contact Physiotherapy and Occupational Therapy services directly, rather than going through their GPs. Staff can complete a short self-assessment questionnaire which can be found in this section. Forms are reviewed by a physiotherapist and, depending on their clinical need, and if appropriate, an appropriate appointment (which may include a waiting time) is allocated accordingly at either the Royal or Broadgreen site. These services can be accessed through staff.therapy@rlbuht.nhs.uk Weight Management Over 500,000 NHS staff are clinically obese. This has a detrimental effect on our ability to provide a first class service. Trust Dieticians provide a Weight Loss Challenge on both sites. Staff have weekly opportunity to be weighed and get dietary advice.
7 Physical Activity We offer a comprehensive range of physical activity programmes in our workplace including: Pilates Dancercise Tai Chi Yoga Insanity Workout. Alcohol Issues We recognise that there is a relationship between many sickness absence issues and our relationship with alcohol. In this Trust we run regular Love Your Liver clinics. We also have access to the Liverpool Community Alcohol Service team on Managers, colleagues and staff can ring this number to get advice and support. Smoking These issues are covered in our Be Clear on Smoking document. Staff have access to smoking cessation from Roy Castle Fag Ends. Staff can contact Ext 2332 to get help to quit or advice for patients and visitors. Communication It is important for all managers to be fully aware of the wide range of support available for them and their staff. The best way to do this is to have access to the information available. This includes: Your Monthly Health and Wellbeing Update Weekly In touch Monthly Team Brief Regular s. Associated Policies We recognise that sickness absence is an issue that covers a number of areas and requires all staff to be aware of a range of action they need to take. There are a number of important policies that you need to be aware of and can be helpful including: Managing Sickness Absence policy Managing Stress of Work policy Disciplinary policy Alcohol and Substance Misuse policy Whistleblowing policy
8 Useful contacts: Staff Support Service Occupational Health Service Liverpool Community Alcohol Specialist Nurses Managers Name. Managers Contact number... Mark Caffrey Health and Wellbeing Manager September 2015
Sickness absence guide for managers
Sickness absence guide for managers The Big Picture There is a clear link between healthy and happy staff and improved patient outcomes. We are looking to be a world class organisation. Therefore we need
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 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 informationHEALTH AND WELLBEING STRATEGY
HEALTH AND WELLBEING STRATEGY Health & Wellbeing Strategy Page: 1 of 17 Page 1 of 17 Recommended by Approved by Executive Management Team Trust Board Approval Date 23 September 2010 Version Number 1.0
More informationIndividual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce)
Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce) POLICY NUMBER TPWF/216 VERSION 1 RATIFYING COMMITTEE DATE RATIFIED DATE OF EQUALITY & HUMAN RIGHTS IMPACT ANALYSIS
More informationSELF-ASSESSMENT FOR WELLBEING
SELF-ASSESSMENT FOR WELLBEING We have developed a self-assessment tool as a starting point for assessing your college s wellbeing. It is designed to promote discussion and identify areas for improvement.
More informationMANAGING 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 informationStaff 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 informationOCCUPATIONAL HEALTH. Manager s Guide for Occupational Health
OCCUPATIONAL HEALTH Manager s Guide for Occupational Health V7.0 July 2016 Manager s Guide to Effective Use of Occupational Health Services: Contents: Introduction What type of help can an Occupational
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 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 informationSICKNESS 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 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 informationVolunteer Placement Scheme Policy
Policy NECA promotes and encourages the participation of Volunteers in all areas of its work. NECA recognises the different but equally valuable contribution of Volunteers in complementing the work of
More informationBrook 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 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 informationThe Royal Wolverhampton NHS Trust
The Royal Wolverhampton NHS Trust Trust Board Report Meeting Date: 29 th February 2016 Title: Executive Summary: Action Requested: Report of: Author: Contact Details: Workplace Wellbeing Charter Strategy
More informationIMPLEMENTATION 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 informationCode 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 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 informationManaging Sickness Absence Policy
SH HR 54 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This policy sets out the Trust s standards and expectations on how managers and staff manage sickness absence.
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 informationSICKNESS 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 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 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 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 informationWESTFIELD PRIMARY SCHOOL ANTI-STRESS POLICY
WESTFIELD PRIMARY SCHOOL ANTI-STRESS POLICY Introduction This policy applies to employees of Westfield Primary School only. It does not form part of any employee s terms and conditions of employment and
More informationJOB DESCRIPTION. Audiology, Dermatology, ENT, Oral Services & Plastic Surgery
JOB DESCRIPTION Job Title: Department: Reports to: Liaises with: Service Delivery Manager - Fixed term post Audiology, Dermatology, ENT, Oral Services & Plastic Surgery Head of Service Staff at all levels
More informationTerm Time Working. Guide for managers and employees
Term Time Working Guide for managers and employees Royal Mail Group is committed to supporting employees in balancing their work and home life. This guide outlines the term time working provisions available
More information(Travel within Suffolk will be required) 37.5 hours (Flexible hours incl at least 2 evenings and weekends)
Job Description Job title: Location: Adults Weight Management Practitioner Ipswich and East or West or Waveney (Travel within Suffolk will be required) Hours: Salary: Reporting To: Key Relationships: 37.5
More informationBlue Light Wellbeing Framework
college.police.uk Organisational Development and International faculty May 2017 BetterProfessionals forbetterpolicing College of Policing Limited (2017) All rights reserved. No part of this publication
More informationDiscipline 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 informationAction Plan 14/14 Managing Long Term Sickness NICE PH19 June 2014
Action Plan 14/14 Managing Long Term Sickness NICE PH19 June 2014 Title: Action Plan 14/14 Managing Long Term Sickness NICE PH 19 (Published 03/2009) Prepared by: Presented by: Main aim: Recommendations:
More informationFixed 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 informationDisciplinary 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 informationOCCUPATIONAL HEALTH PROCEDURE
OCCUPATIONAL HEALTH PROCEDURE Occupational Health Procedure Page: Page 1 of 21 Recommended by Approved by Director of OD EMT Approval Date 2 July 2012 Version Number 2.0 Review Date July 2015 Responsible
More informationDUNDEE CITY COUNCIL: AN INTERGRATED STAFF SUPPORT SERVICE
DUNDEE CITY COUNCIL: AN INTERGRATED STAFF SUPPORT SERVICE 1. Organisations involved Dundee City Council, Social Services Department 2. Description of the case 2.1. Introduction The social work environment
More informationHonorary Contracts Procedure
Honorary Contracts Procedure Version: 3.0 Bodies consulted: Approved by: Joint Staff Consultative Committee & WMT Executive Management Team Date Approved: 03 October 2017 Lead Manager: Responsible Director:
More informationDocument type INFORMATION PAPER Reference HEALTH AND SAFETY NO. 3 Issuing function EMPLOYMENT RELATIONS & UNION SERVICES Date of issue MARCH 2008
Document type INFORMATION PAPER Reference HEALTH AND SAFETY NO. 3 Issuing function EMPLOYMENT RELATIONS & UNION SERVICES Date of issue MARCH 2008 Risk Assessment THE CHARTERED SOCIETY OF PHYSIOTHERAPY
More informationArchway Academy Independent School ARCHWAY ACADEMY INDEPENDENT SCHOOL DISCIPLINARY AND GRIEVANCE PROCEDURES. 24/10/14- Last Updated 15/12/16 1
ARCHWAY ACADEMY INDEPENDENT SCHOOL DISCIPLINARY AND GRIEVANCE PROCEDURES 1 1.1 Disciplinary Rules We require high standards of discipline from our employees, together with satisfactory standards of work.
More informationStress Policy. Adopted by the Trust Board on 6 December 2016
Stress Policy Adopted by the Trust Board on 6 December 2016 Contents 1 Introduction to stress policy 2 2 What is stress? 2 3 Legal obligations 2 4 Scope and purpose of the policy 2 5 Personnel responsible
More informationTerm 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 information2.7 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 informationGrievance Policy. Version: 2.3. Status: Final. Title of originator/author: Human Resources Directorate. Name of responsible director:
Grievance Policy Version: 2.3 Status: Title of originator/author: Name of responsible director: Developed/revised by group/committee and Date: Approved by group/committee and Date: Final Human Resources
More informationStaff 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 informationDISCIPLINARY POLICY AND PROCEDURE. 1 Aims and Objectives
DISCIPLINARY POLICY AND PROCEDURE 1 Aims and Objectives 1.1 Intu is committed to promoting fairness and consistency in the treatment of all employees in connection with conduct and performance. In order
More informationWorkplace Health and Wellbeing Strategic Action Plan
Workplace Health and Wellbeing Strategic Action Plan 2010-2011 Version 1_0 draft 1 Presented to Board of 25 February 2010 Directors Author of report: Workplace Presented by: Kieran Donaghy Angela McVeigh
More informationSpecial 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 informationCode of Conduct. Integral Diagnostics Limited ACN
Code of Conduct Integral Diagnostics Limited ACN 130 832 816 Date: 1 October 2015 Code of Conduct Part A Scope and application 1 Purpose of the Code The Company is committed to a high level of integrity
More informationGrievance Procedure. Version: 4.0. Date Approved: 30 October Date issued: 30 October 2017 Review date: October 2022
Grievance Procedure Version: 4.0 Bodies consulted: Approved by: Joint Staff Consultative Committee Executive Management Team Date Approved: 30 October 2017 Lead Manager: Responsible Director: HR Business
More informationManaging Sickness Absence Procedure
SH HR 55 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This procedure provides guidance on how sickness absence is managed in Southern Health NHS Foundation Trust.
More informationWHISTLEBLOWING POLICY
WHISTLEBLOWING POLICY Date of last review: April 2015 Review period: 2 years Date of next review: April 2017 Owner: COO Type of policy: Network LGB or Board approval: Board Policy Agreed by Ark Schools
More informationSICKNESS 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 informationFlexible 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 informationINDUCTION POLICY AND PROCEDURE
Summary INDUCTION POLICY AND PROCEDURE New members of staff require an induction period to enable them to settle in to their new place of work. This policy sets out the framework and responsibilities for
More informationSICKNESS 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 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 informationSickness 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 informationPolicy 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 informationHuman 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 informationDISCIPLINARY RULES FOR EMPLOYEES
DISCIPLINARY RULES FOR EMPLOYEES DISCIPLINARY RULES FOR EMPLOYEES Page Introduction... 1 Gross misconduct... 2 Theft and dishonesty... 2 Failure to undertake the requirements of the job... 3 Breach of
More informationRegulation 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 informationDisciplinary & 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 informationHARROW & HILLINGDON EARLY INTERVENTION SERVICE JAMERSON AND GOODALL DIVISION JOB DESCRIPTION. Clinical Team Leader Harrow & Hillingdon EIS
HARROW & HILLINGDON EARLY INTERVENTION SERVICE JAMERSON AND GOODALL DIVISION JOB DESCRIPTION Job Title: Clinical Team Leader Harrow & Hillingdon EIS Grade: Band 7 Hours: Location: 37.5 hours Full Time
More informationWestfield Primary School DISCIPLINARY POLICY AND PROCEDURE
Westfield Primary School DISCIPLINARY POLICY AND PROCEDURE This Policy and procedure applies to all employees of Westfield School only. It does not form part of the terms and conditions of any employee
More informationEmployee Wellbeing Strategy
Employee Wellbeing Strategy Contents Page Introduction Staff summary Context for Strategy Vision and Values 3 4 5 Purpose/Scope The need for an Employee Breaking Down Barriers 7 8 Process Wellbeing in
More informationHealth and Wellbeing Strategy : Making Newnham a great place to work
2016-2018: Making Newnham a great place to work 1. Introduction Newnham College is committed to providing a working environment which actively promotes the positive health and wellbeing of all Staff and
More informationHealth and safety objectives.
2016-17 Health and safety objectives. Martin Baggs message. My commitment to the health, safety and wellbeing of our people is unwavering. This commitment is reflected across all teams within the business,
More informationLANCASHIRE COUNTY COUNCIL CHILDREN AND YOUNG PEOPLE S DIRECTORATE GUIDELINES FOR MANAGING SICKNESS ABSENCE IN DELEGATED SCHOOLS (REVISED OCTOBER 2013)
- 1 - LANCASHIRE COUNTY COUNCIL CHILDREN AND YOUNG PEOPLE S DIRECTORATE GUIDELINES FOR MANAGING SICKNESS ABSENCE IN DELEGATED SCHOOLS (REVISED OCTOBER 2013) 1. INTRODUCTION 1.1 Good attendance enhances
More informationPolicy Work Health and Safety (WHS) RCPA Introduction WHS legislation
Policy Subject: Work Health and Safety (WHS) Approval Date: July 2011, December 2014 Review Date: July 2018 Review By: Board of Directors Number: 1/2011 The Royal College of Pathologists of Australasia
More informationHuman 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 informationPRINCES 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 informationRISK MANAGEMENT STRATEGY
Agenda Item No: 15 RISK MANAGEMENT STRATEGY PURPOSE: The Risk Management Strategy has been updated to reflect the revised approach to the Corporate Risk Register and Board Assurance Framework and to reflect
More informationCHRISTCHURCH JUNIOR SCHOOL
CHRISTCHURCH JUNIOR SCHOOL Stress Management Policy, Procedure and Guidance Status Current Approval Board of Governors Maintenance Staffing Committee Role(s) responsible Headteacher Date effective Immediate
More informationPolicy and procedure for the disclosure of information in the public interest (Whistleblowing in the NHS)
NATIONAL INSTITUTE FOR HEALTH AND CLINICAL EXCELLENCE SPECIAL HEALTH AUTHORITY Policy and procedure for the disclosure of information in the public interest (Whistleblowing in the NHS) Responsible Officer
More informationDisciplinary 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 informationAcas consultation. on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures
Acas consultation on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures December 2013 Acas consultation on the revision of paragraphs 15 and 36 of
More informationJob Description Resourcing Advisor Band 4
HUMAN RESOURCES & ORGANISATIONAL DEVELOPMENT Job Description Resourcing Advisor Band 4 Contact: Margaret Mcloughlin Group Head of HR Resourcing Medway NHS Introduction Foundation Trust 01634 830000 ext.
More informationProbation 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 informationGrievance and Disputes Policy. Target Audience. Who Should Read This Policy. All Trust Staff
Grievance and Disputes Policy Who Should Read This Policy Target Audience All Trust Staff Version 3.0 September 2015 Ref. Contents Page 1.0 Introduction 4 2.0 Purpose 4 3.0 Objectives 4 4.0 Process 4 4.1
More informationTerms 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 informationHealthy Workplace, Healthy Workforce
Healthy Workplace, Healthy Workforce guidance for managers www.managers.org.uk Introduction It is estimated that illness at work costs UK employers 12.2 billion a year, as a result of sick days taken.
More informationENVIRONMENT, HEALTH & SAFETY POLICY Up date
ENVIRONMENT, HEALTH & SAFETY POLICY Up date 2017-07-03 1.0 PURPOSE Exo-s is vitally interested in the environment, health and safety of its employees. Protection of employees from injury or occupational
More informationPOLICY AND PROCEDURE JOB EVALUATION POLICY
POLICY AND PROCEDURE JOB EVALUATION POLICY Reference Number: 124 2007 Author / Manager Responsible: Peter Eley, HR Manager & AfC Project Manager Deadline for ratification: (Policy must be ratified within
More informationPromoting Health at Work Policy September 2016 September 2019
Promoting Health at Work Policy September 2016 September 2019 Page 1 of 45 Promoting Health at Work. Sidney Stringer Academy recognises its duty of care for employees and will promote their health and
More informationHUMAN RESOURCES POLICY Draft 3
1.0 INTRODUCTION HUMAN RESOURCES POLICY Draft 3 The aim of NHS Rotherham Clinical Commissioning Group s (RCCG) Human Resources Strategy is to ensure best practice in the management and development of all
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 informationStress Management Policy
, Stress Management Policy January 2014 Also available in large print (16pt) and electronic format. Ask Student Services for details. www.perth.uhi.ac.uk Perth College is a registered Scottish charity,
More informationGRIEVANCE AND DISPUTES POLICY
GRIEVANCE AND DISPUTES POLICY Version: 3 Ratified by: Senior Managers Operational Group Date ratified: May 2014 Title of originator/author: Human Resources Business Partner Title of responsible committee/group:
More informationTrust-wide consultation via Share-point, and consultation via the JCNC Implementation date: May 2012
Grievance and Disputes Policy Responsible Director: Author and Contact Details: Document Type: Target Audience: Document Purpose/ Scope: Date Approved/ Ratified: Approved/Ratified by: Andrew Maloney (Director
More informationUNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE
UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE 1. Introduction 1.1 In the Association, as in any organisation, issues may arise in relation to staff conduct. In the first instance
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 informationPOLICY TITLE: OCCUPATIONAL HEALTH POLICY AND PROCEDURES
POLICY NUMBER: 33 POLICY TITLE: OCCUPATIONAL HEALTH POLICY AND PROCEDURES WHO MUST ABIDE BY THIS POLICY? All Temporary Workers POLICY STATEMENT: PROCEDURES FOR OCCUPATIONAL HEALTH: 1. Introduction...2
More informationDisciplinary procedure. 1. Introduction
Disciplinary procedure 1. Introduction 1.1 This procedure is designed to encourage all employees to achieve high standards of conduct and work performance and also aims to provide a fair, effective and
More informationDISCIPLINARY 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 informationpeople policies Whistleblowing Procedure
people policies Whistleblowing Procedure Contents About this procedure... 3 What is whistleblowing?... 3 How to raise a concern... 3 Confidentiality... 4 External disclosures... 4 Investigation and outcome...
More informationHARASSMENT AND BULLYING POLICY (DIGNITY AND RESPECT AT WORK)
HARASSMENT AND BULLYING POLICY (DIGNITY AND RESPECT AT WORK) Version Version 2 Ratified By NHS West Cheshire Clinical Commissioning Group Governing Body Date Ratified May 2016 Author(s) Responsible Committee
More informationHuman 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 informationUnderperforming employees driving you up the walls
Not all your employees will give a 100%. Some will have personal issues that interfere with their work. Technically it's not your problem, but in reality any issue that contributes to an underperforming
More information