Managing Sickness Procedure/Policy

Save this PDF as:
Size: px
Start display at page:

Download "Managing Sickness Procedure/Policy"

Transcription

1 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 supervision arrangements and throughout this procedure whether staff require special chairs or other equipment to enable them to work safely. To seek advice and support from the OHS and Health & Safety Unit on this if in any doubt. To arrange for the purchase of such items from their own budget or through Access to Work (through Job Centre Plus HR can advise). 3 treat staff who are sick in a sensitive, fair, supportive and consistent way, in particular take account of any disability and associated reasonable adjustments to the work, workplace or organisation of work (not pay). Guidance (including definitions of disability and reasonable adjustments) is available in the Disability Handbook for Managers (see Framework Work/Life/Family for information on planned disability leave). 4 actively seek to rehabilitate staff to enable a safe and planned return to work 5 consider a phased return to work with reduced working hours for staff returning from long-term sickness. 6 have an effective and lawful way to deal with excessive absence that threatens work objectives 2.0 Key Points 2.1 The Council has a systematic approach to managing absence attributed to sickness which has the following features: 1 Council-wide targets for average levels of sickness absence 2 return to work meetings following all periods and cases of sickness absence (see Preventative Stage section 2.6). 3 triggers for action to prompt investigation of each case on its merits, and to avoid delays (see below:): 4 monitoring - to permit analysis, pick up any problems, and assist in meeting targets 5 an occupational health service referral (OHS) - to advise on the medical aspects of any case and the application of reasonable adjustments under the Disability Discrimination Act. Staff have the right to refer themselves to the OHS for advice and support. 6 systematic appraisal of the effectiveness of managers in dealing with cases of absence attributed to sickness and the implementation of reasonable adjustments for any disability under the Disability Discrimination Act. 7 if the above steps have failed consideration of whether the employee is capable of regular and efficient service The advice of the OH Physician should be followed, especially with regard to enabling people back to work. 1 August

2 2.2 Target for average levels of sickness 2.3 The Council s target is to: 1 reduce the average number of working days taken as sick leave by its employees 2 be ranked within the best 8 London boroughs on this measure of sickness absence. 2.4 This target must not be mistaken as the target for any individual. It is an average, which takes into account all the Council s employees over a full year. 2.5 Triggers for action Discretion, sensitivity and good practice are vital in handling individual cases. Deferring action may also be considered in line with the Service Improvement by managing Attendance (SIMA) guidance Trigger Action manager to take 1. return to work after any sickness Return to work meeting 2. 8 working days 1 of sickness absence in any 12 month period, or 3. 3 periods of sickness absence in any 3 month period, or 4. a pattern of sickness absence 5. 2 weeks continuous sickness absence working days absence accumulated in any twelve month period 1 Consider referral to occupational health service and other action to examine whether the employee can give regular and efficient service. Begin sympathetic and regular contact with the employee if this has not started earlier Line manager to report to head of service on action so far. 2.6 There are four key aims at all stages of the procedure: 1 investigating the absence to understand its causes and the effect it will have on the employee s work. This should be a joint investigation with the employee. 2 taking all reasonable steps to collaborate with staff in tackling health, work or welfare issues- including work-related stress 3 keeping the employee informed (in good time) about where they stand, particularly if their job is at risk 4 exploring any options with the employee, which may permit them to improve attendance or return to work. 1 Pro rata for part-time staff 1 August

3 2.7 In addition, our managers will: 1 treat staff 1 with sympathy, compassion and understanding 2 fairly and consistently 2 distinguish between cases that warrant disciplinary action and those, which are to be dealt with under this procedure. (In this procedure the key issue is not misconduct but whether the employee can give regular and efficient service.) 3 respect the employee s right to medical confidentiality 4 keep in touch with staff who are off sick agreeing the form and frequency of communication (this will normally be the line manager but if this is not appropriate an HR Adviser may keep in touch). 5 recognise that in some cases of absence, for example an operation followed by a recovery period, it may not be appropriate to take the normal action in response to triggers. Discretion, sensitivity and good practice are vital in handling individual cases. See SIMA guidance for Managers 6 implement any reasonable adjustments to the work, work-place or the organisation of work which would enable the employee to attend work regularly and give efficient service 7 consider any other issues or obligations, for example under the Disability Discrimination Act (DDA) 1995 (see Manager s Handbook on Disability), regulations on the treatment of new and expectant mothers, domestic violence, the Council s Alcohol Policy and Equalities issues including gender reassignment, 8 advise employees with a disability of the advice and assistance service available through the Access to Work Scheme from Jobcentre Plus, and work jointly with them. 9 ensure that medical screening and appointments are managed in accordance with the Framework - Work/Life/Family 10 after all periods of absence, carry out return to work meetings. 11 consider reasonable adjustments in respect of disability and consider any reasonable options for redeployment on medical grounds before making any recommendation for dismissal (where redeployment is an option identified by the occupational health service). 12 investigate matters involving staff for whom they are the line manager, and if a formal hearing is needed refer the matter to another manager with authority to hear the case 1 1. Normally: - the line manager will investigate the facts of the case although other officers may also assist - two other officers will hear the case: a manager with authority to act as Chair and make the decision and another to give a second view. The Chair has discretion to increase the size of the panel, especially if they need advice on technical or specialist issues.) 1 August

4 2.8 Employees Responsibilities: 1. attend work when fit to do so, and return to work after any sickness absence as soon as possible. 2. be aware of and comply with the sickness policy and procedure, particularly regarding sickness notification requirements and the submission of medical certificates (see below:) 3. communicate regularly with their line manager or other designated person for example an HR Adviser, during periods of sickness absence 4. notify any absence as a result of an accident at work under appropriate reporting procedures (see Framework Health and Safety Protocol: Reporting Accidents, Injuries and Dangerous Events) Notification of Sickness Employees Responsibilities 1 st Day Telephone your line manager (or other person specified by your line manager) by am or within one hour of your normal start time to report your absence State the nature and likely duration of your absence Report all sickness yourself (wherever possible) to your manager (or other person specified by your manager); do not leave messages with colleagues. 4 th Day Telephone your line manager (or other person specified by your manager) to provide them with an update on your health 8 th Day Telephone your line manager (or other person specified by your line manager) Obtain a medical certificate from your doctor and send it to your manager Ensure medical certificates are sent in regularly to cover the entire period of your absence failure to provide a certificate may result in loss of pay Absence longer than 8 days Agree with your manager how you will maintain contact ideally you should contact your manager weekly to report on your health and expected date of return All medical certificates must be received within 5 working days of the expiry of the previous certificate or your pay may be affected 1 August

5 3.0 Outline of procedure 3.1 There are five stages to the procedure including preventative and informal stages, as listed below (plus a right of appeal). 3.2 In addition, the procedure also sets out the way to: 1 refer staff to the occupational health service (OHS) for advice on medical and health issues and reasonable adjustments relating to disability (See Disability Handbook for Managers) 2 withdraw an employee s entitlement to sick pay. 3.3 Managers may refer an employee to the OHS at any stage. Early referral may be helpful in gaining advice at any stage. Employees may also self-refer for advice and guidance. The advice of the OHS should be followed. 3.4 Managers may withdraw entitlement to sick pay whenever the conditions for doing so are met. As part of the managing sickness procedure, these processes 1 may or may not be required 2 may be appropriate more than once. Preventative Stage Informal Stage Referral to OHS First Formal Stage Final Formal Stage Appeal To conduct Health & Safety risk assessments and stress risk assessments. To make reasonable adjustments. To conduct a return to work meeting after all periods of sickness absence To bring management concerns to the attention of the employee, set targets and review period. To seek medical advice on any underlying illness and investigate the options available to the employee and the manager To discuss the effects of absence on work, set targets and review periods and tell the employee that the job may be at risk (if it is) To consider if the employee is capable of regular and efficient service, and if not, decide on dismissal, redeployment or some other action To consider any grounds of appeal raised by the employee 1 August

6 4.0 Preventative Stage 4.1 Managers will, in an informal return to work meeting: 1 offer flexible arrangements to enable the employee to discuss sensitive medical issues that may affect their attendance or work performance. (For example they may wish to talk to or be accompanied by someone of the same race or gender.) 2 ask the employee about the reasons for their sickness absence, and any work, welfare, domestic or health and safety problems. Offer support as appropriate. This may include risk/stress assessments and access to work assessments, where appropriate. 3 encourage the employee to raise issues relating to a disability at this stage so that consideration can be given to reasonable adjustments relating to them 4 explain the Council s policies on sickness absence including the focus on whether the employee can give regular and efficient service 5 explore any other options which, may permit the employee to improve attendance or return to work 6 complete a return to work meeting form with the employee during the meeting. SIMA guidance for Managers 4.2 The employee is entitled to: 1 explain the reasons for their absence and be listened to 2 the right to medical confidentiality 3 access to any records or notes of matters discussed 4 where agreed, be provided with special furniture and/or equipment and be kept informed of any delays in its provision 5 raise the issue of reasonable adjustment relating to their disability and expect that their manager will seek further advice if unsure how to proceed 6 counselling from Carefirst (the Council s external counselling services provider) 7 receive copies of any OHS correspondence about them at the same time as it is sent to their manager. 8 meet with their manager to discuss any OHS correspondence about them. 9 request of HR that a different manager be identified to deal with their case (in cases where there are reasons why it would not be appropriate for their line manager to do so). 1 August

7 5.0 Informal stage 5.1 Managers will, in informal meetings and 5.2 The employee is discussions: entitled to: 1 offer flexible arrangements to enable the 1 put their side of the case and employee to discuss sensitive medical issues. be listened to (For example they may wish to talk to or be 2 the right to medical accompanied by someone of the same race or confidentiality gender.) 3 access to any records or notes 2 investigate the reasons for sickness absence, of matters discussed and any work, welfare, domestic or health and 4 suggest reasonable safety problems. This should include risk/stress adjustments relating to their assessments and Access to Work disability, expect that their assessments, where appropriate. manager will seek further 3 encourage the employee to raise issues relating advice if unsure how to to a disability at this stage so that consideration proceed and respond within an can be given to reasonable adjustments relating agreed timescale. to them. Seek further advice if unsure how to 5 seek trade union advice and proceed and respond to the employee within an support on suggestions agreed timescale. regarding potential reasonable 4 suggest, and encourage the employee, to adjustments suggest reasonable adjustments relating to their 6 disability, seek advice if unsure how to proceed and respond within an agreed timescale 5 raise any management concerns and explain the effect of absence on the work 6 set standards and targets for attendance and arrange to monitor them 7 explain the Council s policies on sickness absence including the focus on whether the employee can give regular and efficient service 8 explore any other options which may permit the employee to improve attendance or return to work 9 if necessary, tell the employee that the next stage would be to refer to the OHS 10 if necessary, advise the employee that the next stage would be to deal with the matter formally 11 keep accurate records and notes of the matters discussed. 1 August

8 6.0 Referral to occupational health service 6.1 The manager will: 6.2 The employee is entitled to: 1 supply the occupational health service with 1 medical confidentiality the information they require to advise on the 2 know the purpose of any referral case to the occupational health 2 seek medical advice (normally from the service and receive a copy of occupational health service) on the following the referral letter issues: 3 be told the implications of a 1 is there an underlying health problem and if refusal to attend the so, when is it likely to be resolved? occupational health service (for 2 if and when the employee returns to work, example, stopping sick pay 1 ) will they be fit to carry out their duties? 4 be told the implications of a 3 will there be a residual condition and what refusal to consent to a medical implications will it have for the work of the report 2 employee? 5 refuse or consent to a medical 4 are there any reasonable adjustments to report from their own doctor 2 the work, equipment or work place which 6 the opportunity to see, veto or may help with the duties of the job both in comment on the report of their general and in respect of a particular GP before it is submitted to the disability which has been raised by the OHS 2 employee? 7request access to any report on 5 is service likely to be regular and efficient? them prepared by the Council s 6 are there any other options which may occupational health service permit the employee to improve attendance subject to conditions set out in or return to work? the Access to Health Records 7 are there any other medical issues specific Act to the case? 8 Self refer to the OHS for advice 3 advise the employee that the possible and support outcomes of the OHS referral include that they may be: 1 deemed fit with or without reasonable adjustments 2 given consideration for redeployment 3 deemed permanently unfit to work 1. The employee s sick pay may be stopped since they would not be complying with the conditions of the sick pay scheme. Managers will deal with the case on the basis of the medical advice available. 2. Subject to conditions set out in the Access to Medical Reports Act Where the employee refuses access, managers will proceed on the basis of the medical evidence available 1 August

9 7.0 First Formal Stage The employee should send to the employer at least 5 working days before the meeting copies of the documents they intend to produce at the meeting. 7.1 The manager will, in formal meetings and 7.2 The employee discussions: is entitled to: 1 continue with the four key activities set out in the box in section 2.6 of this section 2 if necessary arrange for another manager 1 to hear the case 2. They will... 1 consider the causes of the sickness absence and its effect on work, taking account of medical advice 2 explain Council policy on sickness absence including the focus on whether the employee can give regular and efficient service 3 explore any work, welfare or domestic problems or other explanation offered 4 set reasonable standards for attendance or a target for a return to work 5 consider options, including phased return 3, which would improve attendance or enable a return to work 6 review with the employee how effectively any adjustment required under the Disability Discrimination Act has been implemented and keep a record of the review 7 issue any warning (See section 10, Page 13 - Warnings and other management actions) and determine a course of action 4 which will take into account the needs of the council and, where possible, the interests of the employee 8 keep records and notes of the matters discussed. 9 ensure that where sickness absence arises from a known disability this fact is taken into account when considering targets and triggers for the employee See footnotes on following page 1 reasonable notice asking them to attend the meeting (normally at least 10 working days but less by mutual agreement) in writing of 1 the date of the meeting 2 the reason for the meeting 3 the issues to be discussed 2 receive, with the written notice of the meeting: 1 a summary of the history of absence 2 copies of the documents the manager will be referring to at the meeting 3 a list of the documents the manager will be referring to at the meeting 3 the opportunity to be represented by a trade union or another person (but not a legal representative) 4 postpone the meeting to another reasonable time within 5 working days after the original date - if their representative will not be available at the time proposed. 5 give any explanation and to put their side of the matter 6 a letter within 5 working days confirming the issues considered, the decisions and action plans made, 7 regular reviews of the action plan 1 August

10 Footnotes for Section 7.0 First Formal Stage 1. A manager with authority to decide the case General Scheme of Delegation supported by at least one other person, often an HR Adviser. 2. The meeting date should be chosen after consulting with the parties, including the employee s representative, to avoid unnecessary postponements. 3. A phased return enabling the employee to return to work at first on reduced hours, gradually building up to their normal working hours over a period of up to 4 weeks (or in exceptional circumstances up to 6 weeks subject to advice from HR). The period of the phased return will not count as sick leave and will be on full pay. Phased returns are subject to the employee s Doctor having certified them fit to work. 4. Warnings and other management action as set out in page August

11 8.0 Final Formal Stage The employee should send to the employer at least 5 working days before the meeting copies of the documents they intend to produce at the meeting. 8.1 The manager will: 8.2 The employee is entitled to: 1 continue with the four key activities set out in the box on page 2 point if necessary arrange for another manager 1 to hear the case in a final formal meeting 2. They will consider after hearing from the manager and the employee: 1 if the employee is capable of regular and efficient service 2 if the employee s health needs are compatible with the Council s need for work to be done 3 any reasonable alternatives to dismissal including reasonable adjustments to the work or work place, Disability Leave, redeployment, phased return, early retirement and so on 4 whether the employee has been treated reasonably in all the circumstances (see the key points of the procedure - page 3 of this section). 5 determine a course of action 3 (including Disability Leave) which will take into account the needs of the council, and where possible, the interests of the employee. 3 ensure meetings are minuted 1 reasonable notice (normally at least 10 working days or less by mutual agreement) in writing of 1 the date of the meeting 2 the reason for the meeting 3 the issues to be discussed 4 the fact that they may be dismissed 2 receive, with the written notice of the meeting: 1 a summary of the history of absence 2 copies of the documents the manager will be referring to at the meeting 3 a list of the documents the manager will be referring to at the meeting 3 the opportunity to be represented by a trade union or another person (but not a paid legal representative) 4 postpone the meeting to another reasonable time within 5 working days after the original date - if their representative will not be available at the time proposed. 5 give any explanation and to put their side of the matter 6 a letter within 5 working days of the meeting - to confirm the issues considered, the decision and any right of appeal 4. 7 a copy of the minutes of the meeting 8 notice or pay in lieu of notice, if dismissed. 1. A manager with authority to hear the case supported by at least one other person, often an HR Adviser. The manager and the HR Adviser should both be well versed in managing sickness. 2. The meeting date should be chosen after consulting with the parties, including the employee s representative, to avoid unnecessary postponements. 3. Warnings and other management actions as set out on page The appeal must be lodged in writing with the Head of HR within 10 working days of hearing of a decision to dismiss. 1 August

12 9.0 Appeal All paperwork from both sides must be supplied at least 5 working days before the date of the meeting. 9.1 The person 1 hearing the appeal will: 1 conduct the meeting as a fact-finding process ensuring good order and natural justice 2 decide any disputes about procedure 3 consider the grounds of appeal 2 and reconsider the decision 4 if need be, change the decision on the facts of the case or reduce the severity of the management action (or both) 5 ensure minutes are made of the meeting 6 confirm the decision in writing and provide a copy of the minutes to the employee 9.2 The employee is entitled to: 1 reasonable notice (normally 5 working days) in writing of the date of the hearing 2 reasonable opportunity to be represented by a trade union representative or another person (but not a legal representative) 3 postpone the meeting to another reasonable time within 5 working days after the original date - if their representative will not be available at the time proposed 3 put the grounds of appeal and bring evidence relevant to them 4 hear and question any rebuttal by management. 5 receive minutes of the meeting 1. Service Heads with specialist HR advice will hear appeals against dismissal or demotion. The Service Head or someone they appoint will hear appeals against any other decision; they will be supported by at least one other person, usually an HR Adviser. 2. Normally, the panel will examine the grounds of appeal (rather than re-hear the entire case) and will be on one of the following grounds: - Procedure a failure to follow procedure had a material effect on the decision - The facts of the case the appellant can bring evidence directly relevant to disputed facts as set out in the appeal. Otherwise the facts at the earlier stage will be accepted. - Sanction/warning/action too severe given the circumstances of the case - New evidence Only new evidence which had not come to light for the first hearing is to be considered. The appeal is not to be used to re-argue the case with different evidence. Where there is genuine new evidence the original hearing officer should have the opportunity to hear the evidence and review the decision. 1 August

13 10.0 Warnings and other management actions 10.1 The following formal warnings are available: 10.2 Warnings 1 oral warning 2 written warning 3 final warning 10.3 When giving warnings managers will state: 1 the standard required (taking into account any disability) 2 the periods after which attendance will be reviewed 3 the period during which attendance will be monitored and the standard must be maintained (the duration of the warning) In appropriate cases managers may also consider: 1 a period of suspension from the Council s sick pay scheme (but only where the case meets the conditions set out on page 15 in the footnote) 2 arrangements for a phased return to work The employee may normally be dismissed only: 1 after a final warning, and 2 there is no reasonable alternative to dismissal 10.6 As an alternative to dismissal, managers may decide on: 1 making reasonable adaptations to the work, work place or working arrangements (the Council s standards on managing change and job evaluation must be followed) 2 compulsory transfer to another suitable job - where the employee s condition means that they cannot continue in their original work-place or job 1 3 redeployment search throughout the whole council for an agreed period depending on the case. 4 demotion 5 termination of the employment contract subject to the provisions of a relevant Council scheme.- 1. Redeployment to a suitable alternative vacancy should normally be the last reasonable adjustment managers should consider. If this is not possible, managers should look for a an alternative role that is on the same salary scale as the employee s original job. If no such role is available, it is reasonable to offer the employee a role on a higher or lower grade and to pay them the salary for that grade. If they refuse the post then it may be justifiable to terminate their employment. 1 August

14 11.0 Stopping entitlement to the Council s sick pay scheme The manager will: 11.2 The employee is entitled to: 1 consider withdrawing entitlement to the Council s sick pay scheme if there is evidence that they are abusing it 2 2 if necessary, advise the employee in writing of 1 the grounds for withdrawing sick pay 1 clear reasons in writing for withdrawing entitlement to the Council s scheme 2 lodge an appeal in writing with the service head within 10 working days of hearing of a decision to withdraw entitlement to the scheme 3 3 statutory sick pay if they qualify for it. 2 the right of appeal 3 how long they will be unable to claim Council sick pay 4 how to qualify for statutory sick pay. 1. The Council s sick pay scheme is distinct from the statutory sick pay scheme and the conditions for payments under each scheme are different. An employee who fails to meet the conditions for payment of the Council s scheme may still qualify for statutory sick pay. 2. Suspension can only happen on two grounds: One: abuse of the conditions of the sick pay scheme, such as: - a refusal to submit to a medical examination - failure to comply with procedures for reporting absence Two: sickness absence that can be attributed to: - the employee s own misconduct or neglect - deliberate conduct prejudicial to recovery - active participation in professional sport - injury while working in their own time for private gain, or for another employer 3. The appeal will be chaired by the service head or another person they appoint. 1 August

15 12.0 Appeal against stopping entitlement to sick pay 12.1 The Service Head will: 12.2 The employee is entitled to: 1 consider if the suspension is justified on the grounds set out by the manager 2 notify the employee in writing of the decision within 2 working days 3 honour the employee s entitlement to fair treatment. 1 lodge an appeal in writing within 10 working days of hearing of a decision to suspend them from the scheme 2 reasonable notice (normally 5 working days but less by mutual agreement) in writing of 1 the date of the meeting 2 the issues to be discussed 3 the opportunity to be represented by a trade union or another person (but not a legal representative) 4 postpone the meeting to another reasonable time within 5 working days after the original date - if their representative will not be available at the time proposed 5 hear the arguments of the manager 6 put their own side of things 7 a written record of the decision. 1. The service head or someone they appoint to hear the case, supported by at least one other person, often an HR Adviser. The decision of the panel after the appeal is heard is final. 1 August

16 13.0 Notice Period if Dismissed 1 It may or may not be practical to ask the employee to work through the notice period. In law, an employee who is dismissed after sickness is entitled to: 1 notice (or pay in lieu of notice) even if they cannot work it in practice 2 full pay for the notice period - even if they are in the half pay or nil pay period of their sick pay entitlement 3 full pay for any untaken statutory annual leave accrued whilst on long-term sickness absence upon termination of their employment Sickness, annual leave and bank holidays (Section 16 Work/Life /Family paragraphs 2.7 and 2.17) 2.7 Carry Over of Leave: 1. Staff who have not had periods of long-term sickness absence may not carry over annual leave from one year to the next if they have taken either: 10 days or more special leave more than 15 days paid special leave and sick leave (combined). 2. Staff will continue to accrue annual leave and have a right to carry over statutory annual leave and take it at some point upon return from long-term sickness absence in the returning leave year. As the end of the current leave year the normal 5-day carry over rule would apply Sickness, Annual leave and Bank Holidays 1. Staff have the right to have annual leave reinstated if they fall sick provided that they: 1. comply with sickness reporting procedures, and 2.submit a medical certificate 2. Annual leave will be reinstated from the date of the medical certificate. There is no similar right for bank or public holidays. 3. Staff have a right to paid annual leave during periods of long-term sickness absence Extension of Sick Pay Please refer to Framework, Pay and Benefits Page 25, Paragraph August

Treetops Learning Community Managing Sickness Absence Policy. May 2017

Treetops 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 information

ABSENCE MANAGEMENT POLICY: ABSENCE THROUGH ILLNESS

ABSENCE 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 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

ABSENCE MANAGEMENT POLICY

ABSENCE 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 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

Griffin 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 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

ABSENCE POLICY. This Document is for the use of Scotmid Employees and their advisors only.

ABSENCE 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 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

Staff Absence Management Procedure

Staff 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 information

Griffin Schools Trust Managing Sickness and Attendance Policy

Griffin 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 information

NHS North Somerset Clinical Commissioning Group

NHS North Somerset Clinical Commissioning Group NHS North Somerset Clinical Commissioning Group HR Policies Managing Sickness Absence Approved by: Quality and Assurance Ratification date: November 2016 Review date: November 2019 1 Contents 1 Policy

More information

ABSENCE THROUGH SICKNESS POLICY

ABSENCE 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 information

Sickness Absence Policy

Sickness 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 information

Managing Employee Attendance in Schools

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

More information

Watford Borough Council Sickness Management Policy and Procedure

Watford 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 information

University 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 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 information

Managing Absence Policy and Procedure

Managing 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 information

SICKNESS MANAGEMENT POLICY CONTENTS ORIGINATOR: JUDE MACDONALD SLT LINK: STUART WILLIAMS MAY 2016

SICKNESS 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 information

Absence and Sickness Policy

Absence 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 information

6.8 Managing Absence (Ill Health) Policy and Procedure

6.8 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 information

Approved 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 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 information

Methodist Council Sickness Absence Policy

Methodist 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 information

Absent Management Policy

Absent 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 information

(Management of) Sickness Absence Policy & Procedures

(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 information

ABSENCE MANAGEMENT POLICY

ABSENCE 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 information

Absence Management Procedure

Absence Management Procedure Absence Management Procedure At Fun Foundations Day Nursery we encourage all our employees to maximise their attendance at work while recognising that employees will, from time to time, be unable to come

More information

ABSENCE MANAGEMENT POLICY

ABSENCE MANAGEMENT POLICY ABSENCE MANAGEMENT POLICY DOCUMENT CONTROL Policy Title: Purpose: Supersedes: This policy applies to: Circulation: Absence Management Policy This Managing Attendance Policy sets out the procedure for reporting

More information

Document Type. Sickness Absence Policy. Document Description. Lead Author(s) Associate Director of People and Workforce Development

Document 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 information

MANAGING SICKNESS ABSENCE PROCEDURE

MANAGING 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 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

Absence Management Procedure

Absence Management Procedure Absence Management Procedure At Wirral Montessori Academy, we encourage all our employees to maximise their attendance at work while recognising that employees will, from time to time, be unable to come

More information

35. Absence Management Procedure

35. Absence Management Procedure 35. Absence Management Procedure At Carousel Childcare (Exmouth) we encourage all our employees to maximise their attendance at work while recognising that employees will, from time to time, be unable

More information

VERSION 4 DERBYSHIRE FIRE & RESCUE SERVICE REDUNDANCY PROCEDURE

VERSION 4 DERBYSHIRE FIRE & RESCUE SERVICE REDUNDANCY PROCEDURE VERSION 4 DERBYSHIRE FIRE & RESCUE SERVICE REDUNDANCY PROCEDURE July 2009 NO. OF PAGES 11 SECTION 1 SECTION 2 SECTION 3 SECTION 4 SECTION 5 SECTION 6 SECTION 7 SECTION 8 SECTION 9 SECTION 10 SECTION 11

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

POLICY FOR THE MANAGEMENT OF ABSENCE DUE TO SICKNESS

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

More information

Employee Absence Management Policy and Procedure School-based Employees

Employee 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 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

SICKNESS ABSENCE POLICY

SICKNESS 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 information

Health & Wellbeing Framework. Absence Management Policy

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

More information

ABSENCE MANAGEMENT POLICY

ABSENCE 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 information

ABSENCE MANAGEMENT POLICY

ABSENCE 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 information

Our Lady of Dolours Catholic Primary School SICKNESS ABSENCE POLICY AND PROCEDURE

Our 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 information

38. Absence Management Procedure

38. Absence Management Procedure 38. Absence Management Procedure At La Petite Academy we encourage all our employees to maximise their attendance at work while recognising that employees will, from time to time, be unable to come to

More information

Absence Management Procedure Policy

Absence Management Procedure Policy Absence Management Procedure Policy At Knutsford Day Nursery, we encourage all our employees to maximise their attendance at work while recognising that employees will, from time to time, be unable to

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

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

Saint Robert Lawrence Catholic Academy Trust SICKNESS ABSENCE POLICY AND PROCEDURE

Saint 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 information

PROTECT CAPABILITY POLICY

PROTECT CAPABILITY POLICY CAPABILITY POLICY POLICY STATEMENT 1. PHSO is committed to ensuring that staff achieve high standards of performance and are supported in this by their line managers. 2. The Capability Policy and associated

More information

GROUP SICKNESS & ABSENCE POLICY

GROUP 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 information

SIR THOMAS RICH S Staff Sickness Absence Policy

SIR THOMAS RICH S Staff Sickness Absence Policy 1 SIR THOMAS RICH S Staff Sickness Absence Policy Date reviewed: March 2017 Responsibility: The School s senior management team (SMT) draws up the school s Staff Sickness Absence Policy. It is the responsibility

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

your hospitals, your health, our priority ATTENDANCE MANAGEMENT TW10/055 HR COMMITTEE DEPUTY DIRECTOR HR STAFF SIDE CHAIR HUMAN RESOURCES DIRECTORATE

your hospitals, your health, our priority ATTENDANCE MANAGEMENT TW10/055 HR COMMITTEE DEPUTY DIRECTOR HR STAFF SIDE CHAIR HUMAN RESOURCES DIRECTORATE Policy Name: ATTENDANCE MANAGEMENT Policy Reference: TW10/055 Version number : 10 Date this version approved: FEBRUARY 2011 Approving committee: HR COMMITTEE Author(s) (job title) DEPUTY DIRECTOR HR STAFF

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

Absence Management Policy and Procedures

Absence 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 information

SICKNESS MANAGEMENT POLICY

SICKNESS 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 information

ILL HEALTH CAPABILITY (Ordinance Procedure)

ILL HEALTH CAPABILITY (Ordinance Procedure) UNIVERSITY OF LEICESTER ORDINANCE ILL HEALTH CAPABILITY (Ordinance Procedure) For use in: For use by: Owner All Divisions/Schools/Departments/Colleges of the University All University employees Staffing

More information

Sickness & Absence Policy

Sickness & 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 information

Working Together. Sickness. Absence Management Policy and Procedures. November Uncontrolled Copy

Working 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 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

NORTHERN IRELAND AMBULANCE SERVICE ATTENDANCE MANAGEMENT POLICY

NORTHERN 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 information

WATFORD GRAMMAR SCHOOL FOR BOYS STAFF SICKNESS ABSENCE POLICY

WATFORD 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 information

Newcastle University Capability Procedure

Newcastle University Capability Procedure Newcastle University Capability Procedure Contents 1. INTRODUCTION... 1 1.1 Preamble... 1 1.2 General Principles... 3 1.3 Right of Representation... 3 1.4 Trade union representatives... 3 1.5 Scheduling

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

Sickness 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 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 information

MANAGING WORK PERFORMANCE

MANAGING WORK PERFORMANCE MANAGING WORK PERFORMANCE HR Policy: HR16 Date Issued: TBC Date to be reviewed: Periodically or if statutory changes are required Policy Title: Supersedes: Description of Amendment(s): This policy will

More information

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

BELFAST EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully and Partially Delegated Budgets BELFAST EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK Staff in Grant Aided Schools with Fully and Partially Delegated Budgets POLICY STATEMENT The Belfast Education and Library Board is committed

More information

BASINGSTOKE 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] 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 information

York Mind will seek to minimise the effect of redundancies through the provision of measures described in this policy.

York Mind will seek to minimise the effect of redundancies through the provision of measures described in this policy. Redundancy Policy It is the policy of York Mind, by careful forward planning, to ensure as far as possible security of employment for its employees, backed up by appropriate staff development. However,

More information

DEBENHAM HIGH SCHOOL A Church of England High Performing Specialist Academy

DEBENHAM 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 information

ST THOMAS A BECKET CATHOLIC COLLEGE SICKNESS ABSENCE POLICY AND PROCEDURE

ST 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 information

Attendance (Sickness Absence) Policy

Attendance (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 information

IntaGR8 Sickness Policy

IntaGR8 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 information

The Heath Family (NW) Multi Academy Trust Sickness Absence Policy. Date amended: 11th October Date reviewed (policy in force from):

The 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 information

SICKNESS ABSENCE POLICY V2.0

SICKNESS ABSENCE POLICY V2.0 This is a controlled document. Whilst this document may be printed, the electronic version posted on the SICKNESS ABSENCE POLICY V2.0 Page 1 of 22 This is a controlled document. Whilst this document may

More information

Working Together. Sickness. Absence Management Policy and Procedures. March Uncontrolled Copy. Sickness Absence Management Policy and Procedures

Working Together. Sickness. Absence Management Policy and Procedures. March Uncontrolled Copy. Sickness Absence Management Policy and Procedures Sickness Absence Management Policy and Procedures Sickness Working Together Absence Management Policy and Procedures March 2017 Borders College 28/4/2017 1 Working Together Sickness Absence Management

More information

Ensure all circumstances of each case are taken into account. Ensure that consideration is given to the staff member s past record

Ensure 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 information

RADYR AND MORGANSTOWN COMMUNITY COUNCIL. Sickness Absence Policy & Procedure

RADYR 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 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

1Version Last Revision Date September Absence Management Policy

1Version Last Revision Date September Absence Management Policy 1Version C1 Last Revision Date September 2017 Absence Management Policy DOCUMENT CONTROL POLICY NAME Absence Management Policy Department Human Resources Telephone Number (01443) 444502/444503 Initial

More information

Policy Number SSCSD006. Policy Name. Policy Type Accountable Director Author

Policy Number SSCSD006. Policy Name. Policy Type Accountable Director Author Policy Number SSCSD006 Policy Name Policy Type Accountable Director Author Recommending Committee Approving Committee SUPPORTING POSITIVE ATTENDANCE - Long Term Sickness Absence Procedure Divisional Director

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

1March Reviewing Fixed-term Contracts. Section 1: Employee Application for a Permanent Contract

1March Reviewing Fixed-term Contracts. Section 1: Employee Application for a Permanent Contract HR Code of Practice 6. Reviewing Fixed-term Contracts Section : Employee Application for a Permanent Contract. Preamble 2. Aim of this section 3. Key points 4. Outline of the procedure 5. Timescales 6.

More information

Sickness Absence Policy

Sickness Absence Policy Sickness Absence Policy POLICY STATEMENT: This policy is intended to help provide appropriate support for Managers and employees to manage and monitor sickness. Absence has a direct and negative impact

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

Attendance Procedure. 1 Scope

Attendance Procedure. 1 Scope Attendance Procedure 1 Scope BT s attendance procedure sets out the roles, responsibilities and the steps for managing people where levels of sickness absence have an unacceptable operational impact on

More information

Disciplinary Procedure. General Policy

Disciplinary Procedure. General Policy Disciplinary Procedure General Policy The Charity has a number of procedures in place to ensure that high standards of performance and conduct are set and maintained at all times. York Mind will endeavour

More information

Redundancy Policy Introduction

Redundancy Policy Introduction Redundancy Policy 1. Introduction The University of Nottingham is committed to ensure as far as possible security of employment for its employees. However, it is recognised that occasionally a post or

More information

Sick Absence and Pay Policy

Sick Absence and Pay Policy Sick Absence and Pay Policy 1. INTRODUCTION Any benefits whether sick pay or permission to be absent from work will only apply if you adhere to the principles within this policy. You should be familiar

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

Effective Management of Sickness Absence Procedure

Effective Management of Sickness Absence Procedure Effective Management of Sickness Absence Procedure 1. Introduction 1.1. This procedure is intended to be read in conjunction with the Managing Sickness Absence Policy and Code of Practice. 1.2. The University

More information

Employment Handbook Sickness Absence

Employment Handbook Sickness Absence Employment Handbook Sickness Absence Sickness Absence If you are unable to attend work for any reason, you should notify your Line Manager before 9am on the first day of absence stating the reason for

More information

Minimise any effect, which such absenteeism may have on service standards.

Minimise any effect, which such absenteeism may have on service standards. SICKNESS ABSENCE MANAGEMENT POLICY Tayside Contracts aims to ensure the attendance of all employees throughout the working week. However, it recognises that a certain level of sickness absence may arise

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

This policy provides employees with an understanding of how it wishes to manage employee absence through sickness.

This 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 information

THE CRYPT SCHOOL DISCIPLINARY PROCEDURE (FORMERLY THE CONDUCT PROCEDURE AND GUIDANCE)

THE CRYPT SCHOOL DISCIPLINARY PROCEDURE (FORMERLY THE CONDUCT PROCEDURE AND GUIDANCE) THE CRYPT SCHOOL DISCIPLINARY PROCEDURE (FORMERLY THE CONDUCT PROCEDURE AND GUIDANCE) DISCIPLINARY AND APPEALS Procedure 1. This procedure does not form part of The Employee s contract of employment, except

More information

Disciplinary Policy and Procedure. Chair of Governors. Executive Headteacher

Disciplinary Policy and Procedure. Chair of Governors. Executive Headteacher Disciplinary Policy and Procedure Signature: Name:.. Chair of Governors Signature: Name:.. Executive Headteacher Date: Date:. Reviewed October 2014 Reviewed November 2015 Reviewed and Amended October 2016

More information

Capability Policy and Procedure for schools (excluding teachers)

Capability Policy and Procedure for schools (excluding teachers) Capability Policy and Procedure for schools (excluding teachers) Responsibility for this policy (job title): Vice-principal Responsibility for its review: FPGP Approved: 06.11.2017 Next Review Date: Autumn

More information

DISCIPLINARY POLICY. Page 1 of 14 Date: 11/2014. PE06 Revision: 1

DISCIPLINARY POLICY. Page 1 of 14 Date: 11/2014. PE06 Revision: 1 Page 1 of 14 1.POLICY STATEMENT 1.1. FGH Security recognises disciplinary rules and procedures are necessary for the effective operation of the organisation by encouraging all staff to achieve and maintain

More information

Absence Policy. Information Sheet PS2

Absence Policy. Information Sheet PS2 March 2005 Information Sheet PS2 Absence Policy PAVS policy and procedural documents have been developed to meet the specific needs of the Association and are periodically reviewed in line with any changes

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