ABSENCE MANAGEMENT POLICY
|
|
- Charla Parsons
- 6 years ago
- Views:
Transcription
1 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: Staffordshire and Lancashire CSU HR Team Name of responsible committee/individual: Governing Body Date issued: 1 st October 2013 Review date: 1 st October 2015 Date of first issue: 4 th June 2013 Target audience: All CCG Employees
2 CONTENTS 1. Policy statement 1 2. Who is covered? 1 3. Disabilities and pregnancy related illness 1 4. Occupational health 2 5. Sickness absence reporting procedure 2 6. Self-certification and medical certification 3 7. Unauthorised absence 4 8. Sick pay 4 9. Stress related illness and terminal illness Return to work discussions Returning to work from long term sickness Absence meetings procedure Right to be accompanied at meetings Sickness absence triggers Stage 1: First formal sickness absence meeting Stage 2: Further sickness absence meeting Stage 3: Final sickness absence meeting Appeals Monitoring and review 9 Appendix 1 Equality analysis initial assessment 10 Appendix 2 Return to Work Discussions 11 Appendix 3 Self Certification Form 12 Appendix 4 Flowchart 13
3 1. POLICY STATEMENT 1.1 The NHS Health & Well-being Improvement Framework, 2011, and the Boorman Review, 2009, set out the case for investing in health and wellbeing and supporting staff through any periods of ill health. They suggest that a key indicator of organisational performance is the level of health and wellbeing of the workforce. 1.2 This Absence Policy sets out the procedure for reporting sickness absence and the support that employees can expect when they are unwell to ensure the management of sickness absence in a fair and consistent way. 1.3 Sickness absence can vary from short intermittent periods of ill-health to a continuous period of long-term absence and can have a number of different causes. This policy aims to ensure the reasons for sickness absence are fully understood in each case to support an employee to return to work. 1.4 This policy does not form part of any employee's contract of employment and may be amended with consultation. 2. WHO IS COVERED BY THE POLICY? 2.1 This procedure applies to all employees within the Clinical Commissioning Groups including employees on temporary or fixed term contracts. 2.2 This policy does not apply to contractors or self employed. 3. DISABILITIES AND PREGNANCY RELATED ILLNESS 3.1 Sickness absence may be related to pregnancy or result from a disability. At each stage of the sickness absence meetings procedure (set out in paragraphs of this policy), particular consideration will be given to reasonable adjustments to support the employee at work and/or assist a return to work. 3.2 Where an individual has a disability or is pregnant they will be treated with additional sensitivity and sickness absence triggers will not be applied if inappropriate. 1
4 4. OCCUPATIONAL HEALTH 4.1 The role of the Occupational Health Service is to: Provide support to employees who are suffering ill health Provide an independent medical opinion on the reason for absence and the health of an employee Indicate the likely length of continued absence and anticipated date of return to work Assess the effect of an illness on an employee s ability to do the job and reasonable adjustments that could be made Advise on the potential for recurrence of the illness Engage in case conferences where necessary 4.2 An employee may be referred to the Occupational Health department at any point during their employment and must comply with this request. The report produced by Occupational Health following a referral will be discussed with the employee. 4.3 An Occupational Health referral must be made and report received prior to moving to final formal stage in this process in order to inform that process. 5. SICKNESS ABSENCE REPORTING PROCEDURE 5.1 Sickness at work a. If an employee is taken ill or injured while at work, arrangements will be made for them to be accompanied home or receive medical treatment if necessary. b. If an absence is due to a work related accident, incident, disease or dangerous occurrence, an accident/incident report should be completed as appropriate by the employee and manager and consideration may be given to Temporary Injury Allowance. 5.2 Reporting procedure If you cannot attend work because you are ill or injured you should telephone your line manager as soon as possible in conjunction with locally agreed procedures. The following details should be provided: (a) (b) (c) (d) The nature of your illness or injury The expected length of your absence from work Contact details and arrangements for the period of absence Any outstanding or urgent work that requires attention 2
5 5.3 Managers should ensure that: (a) (b) Any sickness absence that is notified to them is recorded confidentially Arrangements are made, where necessary, to cover work and to inform colleagues and clients of the absence while maintaining confidentiality 5.4 You should expect to be contacted on the first day of your absence by your line manager who will provide advice and help where appropriate to facilitate your recovery. You will be asked for your expected return date and your manager will make regular contact with you as discussed and agreed. 5.5 If you are ill or injured during a period of pre-arranged annual leave it is permissible to treat the days of incapacity as sickness absence instead of annual leave, subject to you providing a medical certificate which covers the full period of sickness at your own expense. It is only on receipt of a valid medical certificate for the full period of incapacity that you will receive payment of occupational sick pay. This arrangement does not apply to bank holidays. 6. SELF CERTIFICATION AND MEDICAL CERTIFICATION 6.1 For sickness absence of any period of up to seven calendar days you must complete a self-certification form which is available from your line manager, Appendix 3. For absence of more than seven calendar days you must obtain a certificate from your doctor (a "Statement of Fitness for Work") stating that you are not fit for work and the reason why. This should be forwarded to your line manager as soon as possible. 6.2 If your doctor provides a certificate stating that you "may be fit for work" you should discuss with your line manager so that any support that may be needed to facilitate your return to work, taking account of your doctor's advice, can be put in place. This may take place at a return to work interview (see paragraph 10) or during a sickness absence review meeting. 7. UNAUTHORISED ABSENCE 7.1 Absence that has not been notified according to the sickness absence reporting procedure will be treated as unauthorised absence. 7.2 If you do not report for work and have not telephoned your line manager to explain the reason for your absence, your line manager will try to contact you, by telephone and in writing if necessary to ensure your welfare. 7.3 Cases of unauthorised absence may warrant suspension of pay and/or be dealt with under our Disciplinary Procedure. 3
6 8. SICK PAY 8.1 Details of the sick pay that an employee is entitled to will be in line with Agenda for Change NHS Terms and Conditions of Service or NHS Terms and Conditions for Medical and Dental staff, whichever is applicable. 8.2 Sick pay will not normally be paid in the following circumstances; Where the absence is caused by an accident due to active participation in sport as a profession Where contributory negligence is proved in a court of law e.g. where an employee has been driving under the influence of alcohol Where following an accident damages are received from a third party in respect of a loss of earnings Where a member of staff fails to adhere to the terms of the sickness absence policy Where the absence is found not to be due to sickness of the employee receiving sick pay Where an employee chooses to undergo treatment where there is no medical or clinical necessity (e.g. cosmetic surgery) 9. STRESS RELATED ILLNESS AND TERMINAL ILLNESS 9.1 Managers have a duty to protect employees as far as reasonably practicable from risks to health at work including mental health. If an employee is absent due to a stress related illness managers should aim to intervene early and refer to Occupational Health as soon as possible and undertake a risk assessment prior to any return to work. 9.2 There are special provisions for employees who are members of the NHS pension scheme and are suffering from a terminal illness designed to make the process as comfortable as possible in these difficult times. Advice should be sought from the HR team as soon as possible. 10. RETURN-TO-WORK DISCUSSIONS 10.1 If you have been absent due to sickness, after every period of absence a return-to-work interview will take place with your line manager to understand the details of your absence and identify any support that is required, Appendix 2. Your manager will document the detail of this meeting in a file note, and provide you with a copy of the note. 4
7 10.2 At the return to work interview your manager will advise if you are at risk of triggering the formal sickness absence triggers as set out in paragraph 14. Once the Sickness Absence Triggers are met, the formal sickness absence process will be followed Where your doctor has provided a certificate stating that you "may be fit for work" a return-to-work interview will take place to discuss any additional measures that may be needed to facilitate your return to work, taking your doctor's advice into account. 11. RETURNING TO WORK FROM LONG-TERM SICKNESS ABSENCE 11.1 The CCG is committed to helping employees return to work from long-term sickness absence through maintaining regular contact and by: (a) (b) (c) (d) Obtaining medical advice to identify support required Making reasonable adjustments to the workplace, working practices and working hours Considering redeployment; and/or Agreeing a return to work programme that recognises the nature of the illness and supports an employee to return to work 11.2 If you are unable to return to work from long-term sickness absence and where you are a member of the NHS Pension Scheme, we will discuss how we can support any application for ill-health early retirement or any temporary/permanent injury allowance. The decision as to whether you are entitled to these benefits is taken by the NHS Pensions Agency. 12. ABSENCE MEETINGS PROCEDURE 12.1 We will apply this procedure when: (a) (b) Sickness absence triggers have been reached; and/or A matter has been discussed in a return to work interview that requires further discussion 12.2 The CCG will give you 7 days written notice of the date, time and place of a sickness absence meeting The meeting will be conducted by your line manager and employees may wish to be accompanied at this meeting (see paragraph 13) You must take all reasonable steps to attend a meeting. Failure to do so without good reason may be treated as misconduct. If you or your representative are unable to attend you should immediately inform your line manager who will seek to agree an alternative time. 5
8 12.5 A meeting may be adjourned if your line manager is awaiting receipt of information, needs to gather any further information or give consideration to matters discussed at a previous meeting. You will be given a reasonable opportunity to consider any new information obtained before the meeting is reconvened Confirmation of any decision made at a meeting, the reasons for it, and of the right of appeal if applicable will be given to you in writing within 7 days of a sickness absence meeting or as soon as is practicable. 13. RIGHT TO BE ACCOMPANIED AT MEETINGS 13.1 You have the right to bring a representative to any meeting or appeal meeting under this procedure Your representative may be a trade union representative, colleague or friend not acting in a legal capacity If your representative can not make the meeting, you should propose an alternative time and date which is within 5 days following the date of the original meeting. An alternative representative will be required in cases of repeated unavailability. 14. SICKNESS ABSENCE TRIGGERS 14.1 The following periods of sickness absence in a rolling 12 month period will trigger the formal sickness absence procedure as set out below: Any period of absence amounting to 15 working days or more; or 4 individual episodes of sickness If a pattern of absence is identified which is of concern, e.g. absence following days off or days when an individual is due to work on specific tasks (Pro rata for part time staff) 15. STAGE 1: FIRST FORMAL SICKNESS ABSENCE MEETING 15.1 Stage 1 will be applied where the sickness absence triggers as set out in 14.1 have been met. Sickness absence is not a disciplinary matter, although in managing sickness absence, employees may progress through a series of formal stages. These stages are to support the individual to achieve an acceptable level of attendance and to inform them of the potential consequences of further periods of sickness absence so that the process is open and transparent. 6
9 15.2 The Stage 1 meeting is a supportive process to discuss the reasons for absence and support an employee to be attend work. The meeting will follow the procedure set out in paragraphs 12 and 13 on the arrangements for and right to be accompanied at sickness absence meetings The purposes of a first sickness absence meetinginclude: Discussing the reasons for absence Determining how long the absence is likely to last and any support that can be indentified to facilitate a return to work Determining the likelihood of further absences Considering medical advice whether there is an underlying medical condition Considering support to improve your health and/or attendance Agreeing a way forward which can include alternative duties, action that will be taken and a time-scale for review and/or a further meeting under the sickness absence procedure 15.4 Details of the meeting and any agreed outcomes will be confirmed in writing to you and a copy will be held on your personal file Managers must continually monitor absence and, if there is a further period of sickness absence which triggers the sickness absence policy, progress will be made to Stage STAGE 2: FURTHER SICKNESS ABSENCE MEETING 16.1 If further periods of absence trigger the policy as set out in 14 above, a Stage 2 review will be conducted. Sickness absence is not a disciplinary matter, although in managing sickness absence, employees may progress through a series of formal stages. These stages are to support the individual to achieve an acceptable level of attendance and to inform them of the potential consequences of further periods of sickness absence so that the process is open and transparent Arrangements for meetings under the second stage of the sickness absence procedure will follow the procedure set out in paragraphs 12 and 13 on the arrangements for and right to be accompanied at sickness absence meetings The purposes of further meeting(s) may include: Discussing the reasons for and impact of your ongoing absence(s) Determining how long the absence is likely to last and any support that can be indentified to facilitate a return to work 7
10 Where you have been absent on a number of occasions, discussing the likelihood of further absences Considering medical advice and whether further advice is required Considering any adjustments that can reasonably be made to your job to facilitate a return to work Considering possible redeployment opportunities and whether any adjustments can reasonably be made to assist in redeploying you Where you are able to return from long-term sick leave, whether to your job or a redeployed job, agreeing a return to work programme Agreeing a way forward, the action that will be taken and a timescale for review, and/or whether further meeting(s) is required. This may, depending on steps we have already taken, include advising you that dismissal on the grounds of ill health may be an approaching option 16.4 Details of the meeting and any agreed outcomes will be confirmed in writing to you and a copy will be held on your personal file. One outcome of the review meeting may be advised that a failure to improve your attendance may result in progression to Stage Managers will continue to monitor your absence and if you trigger the policy again, you will be required to attend a Stage 3 meeting. 17 STAGE 3: FINAL SICKNESS ABSENCE MEETING 17.1 Where sickness absence continues we will invite you to a meeting under the third stage of the sickness absence procedure. Arrangements for this meeting will follow the procedure set out in paragraphs 12 and 13 on the arrangements for and right to be accompanied at sickness absence meetings The purposes of the meeting will be: To review the meetings that have taken place and matters discussed with you To consider any further matters that you wish to raise To consider whether there is a reasonable likelihood of you achieving the desired level of attendance in a reasonable time To explore whether there are any alternatives to termination of your employment on the grounds of ill health 17.3 If notice of termination is issued, it will be subject to notice or payment in lieu of notice. 8
11 18. APPEALS 18.1 You have a right of appeal in accordance with a decision to dismiss An appeal should be made in writing, stating the full grounds of appeal, to the CCG Accountable Officer within 7 days of the date on which the decision was sent to you Following a written appeal a hearing will be take place and the original decision may be confirmed, revoked or replaced with a different decision. The final decision will be confirmed in writing, if possible within 7 days of the appeal meeting. There will be no further right of appeal The date that any dismissal takes effect will not be delayed pending the outcome of an appeal. However, if the appeal is successful, the decision to dismiss will be revoked with no loss of continuity or pay. 19. MONITORING AND REVIEW OF THE POLICY 19.1 This policy is reviewed by in consultation with recognised trade union representatives. Recommendations for any amendments to this policy from managers, employees and staff side colleagues should be discussed with the senior management team to feed into the review process This policy will be monitored to ensure that it remains relevant and recognises best practice and case law. 9
12 Appendix 1 Equality analysis initial assessment Title of the change proposal or policy: Absence Management Brief description of the proposal: To ensure that the policy meets the needs of a small employer, is legally compliant, complies with Agenda for Change and takes account of best practice Name(s) and role(s) of staff completing this assessment: Katie Kidd, HR Business Partner, Staffordshire and Lancashire CSU Date of assessment: 23 rd May 2013 Please answer the following questions in relation to the proposed change: Will it affect employees, customers, and/or the public? Please state which. Yes, it will affect all CCG employees Is it a major change affecting how a service or policy is delivered or accessed? No Will it have an effect on how other organisations operate in terms of equality? No If you conclude that there will not be a detrimental impact on any equality group, caused by the proposed change, please state how you have reached that conclusion: From an assessment of this policy and consideration of employees with protected characteristics under the Equality Act 2010 there is no anticipated detrimental impact on any equality group. The policy recognises that sickness linked to a disability or pregnancy will be managed separately. The policy makes all reasonable provision to ensure equity of access for all staff. There are no statements or conditions within this policy or requirements of this policy that disadvantage any particular group of people with a protected characteristic. 10
13 Appendix 2 Return to work conversations Return to Work conversations should be conducted on each occasion that an individual returns from sickness absence, in a private place, within 2 days of a return to work. According to circumstances, the nature of the discussion may include: Whether the individual is fit to return to work The nature of the ill health Whether the sickness absence is related to a disability Whether the sickness absence is related to an on-going health matter The likelihood of any recurrence Whether support from the Occupational Health Department or any other support (e.g. staff counselling) may be appropriate A review of the attendance record of the individual to establish whether their ill health has met sickness triggers to apply the formal process within this policy 11
14 Appendix 3 SICKNESS ABSENCE - SELF CERTIFICATE FORM To be completed by the employee for all periods of sickness absence from 1 7 consecutive calendar days. In addition, a GP medical certificate is required for any sickness absence lasting 8 consecutive calendar days or more. Full details of sickness and absence reporting and verification are contained in the CCG Absence Management Policy. To be completed by the employee in BLOCK CAPITALS: Surname: Title: (Mr, Mrs, Miss, Ms or other): First Name(s): Date of birth: Payroll number: Reason for sickness absence please give brief details: What date did your sickness begin? What date did your sickness end? (This may not be a normal working day) (Leave blank if not yet known) What date did you last work before your sickness began?: What time did you finish work on that day?: I declare that the information given is true to the best of my knowledge. I understand that if I have given a false declaration I can lose sick pay benefits and disciplinary action may be taken: Signed: Date Please ensure the EASY system is correctly coded, retain the original self certificate form on the employee s personal file and that a return to work interview has taken place 12
15 Appendix 4 Stages of Absence Management and Improvement Notification Stage 1 Verbal Notification of unsatisfactory attendance Stage 2 First Written Warning Stage 3 Final Written Warning Stage 4 Final Review Panel Period of Absence If the employee has had 4 occasions in 12 months or 12 days absence in any 12 month period they will be issued with Stage 1 notification From the date of the Stage 1 meeting. If the employee has had 3 occasions or 10 days absence in total, they will progress to Stage 2 From the date of the Stage 2 meeting. If the employee has a further 3 occasions or 10 days absence in total during, they will progress to the Stage 3 During the next 2 years, if the employee has a further 3 occasions or 10 days absence in total, in any 12 month period, they will progress to Stage 4, final review panel Improvement Target During the next 12 months, If the employee has a further 3 occasions or 10 days absence in total, they will progress to Stage 2 During the next 12 months, If the employee has a further 3 occasions or 10 days absence in total, they will progress to Stage 3 During the next 12 months, If the employee has a further 3 occasions or 10 days absence in total, they will progress to Stage 4, final review panel If the employee hasn t met the improvement notification issued at Stage 3 consider review or reissuing of improvement targets Action Attendance meeting: Review absence record and reasons for absence. Agree standard of attendance and support if necessary. Possible OH referral if needed Attendance meeting: Review absence record and reasons for absence. Agree standard of attendance and support if necessary. Refer to Occupational Health Attendance meeting: Review absence record, reasons for absence and medical advice. Agree standard of attendance and support if necessary. Possible consider alternatives if necessary, adjustments Final Review hearing: Individual is invited to attend Hearing in front of impartial panel. Including Line Manager/ Associate Director / HR. Review absence record, actions taken to date to support improvement and any supporting medical advice. Any alternatives to dismissal will be discussed including redeployment *Please note: The above triggers should be pro rata for part time employees and calculated on contracted days worked Decision Decision in writing, copy kept on personal file Will remain on file for 12 months Right of appeal Decision in writing, copy kept on personal file Will remain on file for 12 months Right of appeal Decision in writing, copy kept on personal file Will remain on file for 2 years Right of appeal Decision in writing, copy kept on personal file Possible outcome Dismissal Right of appeal 13
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 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 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 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 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 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 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 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 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 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 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 informationPolicy and Procedure for the Management of Sickness Absence
Policy Document Policy and Procedure for the Management of Sickness Absence 1. Terms of Reference 1.1 For all employees employed by the Board of Governors of The King s (The Cathedral) School. 1.2 Definitions:
More informationRownhams CE Primary School. Sickness Absence Policy and Procedure
Rownhams CE Primary School Sickness Absence Policy and Procedure Page Number Part 1 Introduction 2 Part 2 Sickness Absence Policy 4 1. Employee responsibility: reporting sickness absence 4 2. Headteacher/senior
More 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 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 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 informationRESEARCH COUNCIL SICKNESS ABSENCE MANAGEMENT POLICY
Content Policy statement 1. Principles 2. Reporting sickness absence 3. Part day s attendance 4. Sickness absence and annual leave 5. Medical appointments 6. Occupational health (including accidents at
More 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 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 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 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 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 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 informationHUMAN RESOURCES POLICY
North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY REDEPLOYMENT Policy Number: HR28 Version Number: 2.0 Issued Date: May 2015 Review Date: May 2017 Sponsoring Director: Prepared By:
More informationCapability 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 informationMANAGING ATTENDANCE AND ABSENCE POLICY AND PROCEDURES JANUARY This policy supersedes all previous policies for managing attendance and absence
MANAGING ATTENDANCE AND ABSENCE POLICY AND PROCEDURES JANUARY 2016 This policy supersedes all previous policies for managing attendance and absence POLICY TITLE Managing Attendance and Absence Policy and
More 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 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 informationRIVERSIDE SCHOOL. Capability Procedure for Support Staff
RIVERSIDE SCHOOL Capability Procedure for Support Staff APPROVED BY GOVERNORS RESPONSIBLE PERSON HEADTEACHER CONTENTS 1. Purpose and Scope 2. Rights of Representation 3. Definitions and Authority to Initiate
More informationDisciplinary Procedure
Disciplinary Procedure General principles The following general principles will apply to the Disciplinary Procedure: This procedure will only apply to agency workers engaged on a contract of employment
More informationSickness Absence Management Policy and Procedure for All Staff in Schools
CHILMARK and FONTHILL BISHOP CHURCH OF ENGLAND AIDED PRIMARY SCHOOL Mission Statement: We Live and Learn with Faith and Love Sickness Absence Management Policy and Procedure for All Staff in Schools This
More informationWHITELEY 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 informationBeacon Hill School and Specialist College for Business and Enterprise
Beacon Hill School and Specialist College for Business and Enterprise Attendance Management Policy adopted April 2016 Date Interim policy review April 2018 Date Full policy review April 2020 Date Governors
More informationPOLICY IN RELATION TO SPECIAL LEAVE
POLICY IN RELATION TO SPECIAL LEAVE DOCUMENT CONTROL: Version: 9 Ratified by: HR&OD Policy and Planning Group Date ratified: 6 June 2013 Name of originator/author: Director of Workforce and Organisational
More informationAllensbank Primary School
Allensbank Primary School Disciplinary Policy This policy will be reviewed annually Head teacher: Chair of Governors: 1.CM.035-Sch Issue 4 May-14 Process Owner: ER Team Authorisation: via Education SAJC
More informationEaling Schools. Medical Capability Procedure
Ealing Schools Medical Capability Procedure April 2009 Summary Medical Capability Procedure The aim of this procedure is to provide fair and effective arrangements to support schools in managing sickness
More 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 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 informationRecruitment and Selection Policy and Procedure
Recruitment and Selection Policy and Procedure Date Impact Assessed: March 2014 Version No: 1 No of pages: 14 Date of Issue: Date of next review: April 2015 Distribution: All employees Published: Recruitment
More 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 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 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 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 informationPerformance Improvement Policy A guide to addressing poor performance
August 2017 Performance Improvement Policy A guide to addressing poor performance Purpose and Principles Our success as a University is built on the contribution of each one of our staff, so we know how
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 informationRecover at Work Program
Recover at Work Program General Information Skillset Limited has developed a specific Recover at Work Program, which will form an integral part of the Company s overall Risk Management system. The objectives
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 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 informationBarnies Day Nurseries and Out of School Clubs Grievance and Disciplinary Policy and Procedures
Barnies Day Nurseries and Out of School Clubs Grievance and Disciplinary Policy and Procedures Disciplinary rules and procedures are necessary to promote orderly employee relations as well as fairness
More informationDIOCESAN SCHOOLS COMMISSION
MODEL PROCEDURES FOR MANAGING STAFF SICKNESS ABSENCE IN VOLUNTARY AIDED CATHOLIC SCHOOLS MAY 2011 DIOCESAN SCHOOLS COMMISSION Serving Catholic Schools in the Archdiocese of Birmingham Archdiocese of Birmingham
More informationDate of review: Policy Category:
Title: Disciplinary Policy Date Approved by: Approved: February JSPF 2015 March 2015 OD and Workforce Committee October 2016 JSPF Division/Department: Date of review: November 2018 Policy Category: Policy
More informationGrievance policy. Purpose of Agreement. Version 3 Name of Approving Committees/Groups Operational Date June 2016
Grievance policy Please be aware that this printed version of the Policy may NOT be the latest version. Staff are reminded that they should always refer to the Intranet for the latest version. Purpose
More informationSecondary Employment Policy
Secondary Employment Policy Reference Number: 166 Author & Title: Gayle Williams, HR Manager Steve Dunne-Howell, RCN Representative Responsible Directorate: Human Resources Review Date: 4 April 2016 Ratified
More informationDisciplinary Policy & Procedure
Disciplinary Policy & Procedure 1. Purpose and scope 1.1. The purpose of this disciplinary policy is to help and encourage all employees to achieve and maintain required standards of performance and conduct.
More informationDRUMBEAT SCHOOL AND ASD SERVICE. Disciplinary Policy (Adopted Lewisham Model Policy)
DRUMBEAT SCHOOL AND ASD SERVICE Disciplinary Policy (Adopted Lewisham Model Policy) APPROVED BY GOVENORS JUNE 2012 RESPONSIBLE PERSON HEADTEACHER SIGNED BY CHAIR OF GOVERNORS DATE SIGNED BY HEADTEACHER
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 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 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 informationGRIEVANCE POLICY AND PROCEDURE
GRIEVANCE POLICY AND PROCEDURE Issue Number: 2.0 Issue Date: 23.11.2016 Review Date: 31.08.2016 (to be reviewed in spring 2017) CONTENTS 1. Introduction 2. Scope 3. Definition 4. Right to be accompanied
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 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 informationMAXIMISING ATTENDANCE AND MANAGING ABSENCE POLICY
MAXIMISING ATTENDANCE AND MANAGING ABSENCE POLICY Date: June 2008 Reviewed: Adopted March 2009 June 2012 June 2014 Review Schedule: 2-years Next review Date: Spring 2016 Responsibility: Finance & Premises
More 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 informationINDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE
INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE Individual and Collective Grievances Policy & Procedure Page: Page 1 of 19 Recommended by Approved by HR OD Committee Workforce Committee Approval
More informationHUMAN RESOURCES POLICY DISCIPLINARY
North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY DISCIPLINARY Policy Number: HR07 Version Number: 2.0 Issued Date: May 2015 Review Date: May 2017 Sponsoring Director: Prepared By:
More informationLittle Rascals Pre-school Disciplinary Procedure Policy
Little Rascals Pre-school Disciplinary Procedure Policy At Little Rascals we follow our legal obligations as an employer at all times including dealing with any disciplinary matter in a fair and consistent
More informationFIXED TERM CONTRACT POLICY. Recruitment and Selection Policy Secondment Policy. Employment Policy. Officer / CSP
FIXED TERM CONTRACT POLICY Reference No: UHB 173 Version No: 2 Previous Trust / LHB Ref No: T 297 Documents to read alongside this Policy Recruitment and Selection Policy Secondment Policy Redeployment
More informationLACK OF CAPABILITY THROUGH ILL HEALTH POLICY
LACK OF CAPABILITY THROUGH ILL HEALTH POLICY This policy was adopted/updated: September 2012 This policy will be reviewed: September 2014 Statutory?: No Source: LA HAMPTON WICK INFANT AND NURSERY SCHOOL
More informationSchools Sickness Absence Procedure
Schools Sickness Absence Procedure Department of Children Services 1 Schools Sickness Absence Policy Version: 1 Approving Committee: Governing Body Date Ratified: 10-02-2016 Reference Number 1 Name/Department
More informationFlexible Working Policy and Procedure
Flexible Working Policy and Procedure Policy Identification Policy Ownership Department: Human Resources Owner: Head of Human Resources Author: Human Resources, Staff Officer Screening and Proofing Section
More informationPolicy No: 36. Staff Disciplinary Policy
Policy No: 36. Staff Disciplinary Policy Coordinator Review Frequency Executive Operations Manager Annually Policy First Issued 2014 Last Reviewed Autumn Term 2017 Date policy considered by External HR
More informationDISCIPLINARY PROCEDURE
DISCIPLINARY PROCEDURE SCOPE The Greengate Housing Co-operative (GHC) Disciplinary Procedure will be used only when necessary and as a last resort. Where possible, informal and/or formal counselling or
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 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 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 informationGrievance Policy and Procedure for Academic Support Staff
Grievance Policy and Procedure for Academic Support Staff 1. Policy a) The aim of the School's Grievance Procedure is to provide a fair process for individual employees to obtain a speedy resolution to
More informationTIME OFF TO TRAIN POLICY
TIME OFF TO TRAIN POLICY CONTENTS 1. Introduction 2. Policy A. Eligibility B. How to Apply C. Considering an Application D. Meeting E. Decision on Application F. Appeals Procedure G. Extension of Time
More information1. DJJ will not grant an employee the use of sick leave before such leave is earned, as provided for in this policy.
GEORGIA DEPARTMENT OF JUVENILE JUSTICE Applicability: {x} All DJJ Staff {x} Administration {x} Community Services {x} Secure Facilities (RYDC s and YDC s) Chapter 3: PERSONNEL Subject: SICK LEAVE AND SPECIAL
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 informationFamily and Medical Leave Policy (FMLA) Updated August 2016
Family and Medical Leave Policy (FMLA) Updated August 2016 Babson College complies with the Family and Medical Leave Act of 1993 (FMLA), as amended by the National Defense Authorization Act (NDAA) of 2008
More 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 informationPolicy on the Use of Fixed Term Contracts
Policy on the Use of Fixed Term Contracts Date: October 2012 Version number: 1 Author: Senior HR Advisor Document history: Version Control Date Version No: 1 Implementation Date October 2012 Last Review
More informationUNIVERSITY 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 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 informationGRIEVANCE PROCEDURE. Introduction
GRIEVANCE PROCEDURE Introduction 1.1 This procedure applies to all employees of the University. It aims to comply with the Arbitration, Conciliation and Advisory Service (ACAS) Code of Practice, introduced
More informationPROCEDURE FOR MANAGING PROBATIONARY PERIODS POLICY
Policy Reference: 254 PROCEDURE FOR MANAGING PROBATIONARY PERIODS POLICY Version: 1 Name and Designation of Policy Author(s) Ratified By (Committee / Group) Lawrence Osgood, Head of HR Workforce and Communication
More informationHighbury Grove School Disciplinary Procedure
Highbury Grove School Disciplinary Procedure The policy was adopted by the governing body of Highbury Grove School on 8 February 2017 Review date: Spring 2018 1 Contents 1. Purpose... 3 2. Application
More informationREORGANISATION, REDUNDANCY AND REDEPLOYMENT PROCEDURE
REORGANISATION, REDUNDANCY AND REDEPLOYMENT PROCEDURE September 2017 Reorganisation, Redundancy and Redeployment Procedure INTRODUCTION This document provides guidance on consulting primarily for the purpose
More informationManaging Sickness Absence Policy. Date ratified February Review Date February 2018
Document Title Reference Number Lead Officer Author(s) (name and designation) Ratified by Managing Sickness Absence Policy NTW(HR)10 Lisa Crichton-Jones Executive Director of Workforce and Organisational
More informationAchieving Work Life Balance Guidelines
Achieving Work Life Balance Guidelines Summary of Special Leave & Family Friendly Policies and Procedures for schools Where Head Teachers are referred to in this document this includes any staff member
More informationDisciplinary/Dismissal Procedures
Disciplinary/Dismissal Procedures This policy was adopted by the Board of Directors of Armagh Credit Union Limited. Signed:- Position Position Date: STATEMENT OF POLICY The aim of Armagh Credit Union's
More informationDerbyshire Constabulary POLICE STAFF PROBATIONARY PERIOD GUIDANCE POLICY REFERENCE 06/169. This guidance is suitable for Public Disclosure
Derbyshire Constabulary POLICE STAFF PROBATIONARY PERIOD GUIDANCE POLICY REFERENCE 06/169 This guidance is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:
More informationAnnual Leave Guidance HR 20
Annual Leave Guidance HR 20 April 2008 1 Document Management Title of document Annual Leave Guidance Type of document Guidance HR 20 Relevant to All Employees Author Department Directorate Andrew Stewart
More 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 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 informationUsing Fixed Term Contracts
Using Fixed Term Contracts Date: March 2016 Version number: 2 Author: Senior HR Advisor Review Date: March 2019 If you would like this document in an alternative language or format, please contact Corporate
More informationIncremental Pay Progression Policy and Procedure
Incremental Pay Progression Policy and Procedure Date Impact Assessed: Version No: 1 No of pages: 14 Date of Issue: March 2015 Date of next review: March 2016 Distribution: All employees Published: Contents
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 information