Unique Identifier: CORP/POL/011 Title: Attendance Management Policy. Version Number: 8 Status: Ratified Target Audience: Trust Wide

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1 Document Type: POLICY Unique Identifier: CORP/POL/011 Title: Attendance Management Policy Version Number: 8 Status: Ratified Target Audience: Trust Wide Divisional and Department: Human Resources Directorate Author / Originator and Job Title: Louise Benfield, Head of Employee Relations Risk Assessment: t Applicable Replaces: Version 7, Attendance Management Policy, CORP/POL/011 Description of amendments: Introduction of Section 3.7 only regarding Life Limited/Terminal Illness Validated (Technical Approval) by: HR Policy Forum Validation Date: 10/12/2015 Which Principles of the NHS Constitution Apply? Ratified (Management Approval) by: Joint Negotiating Consultative Committee (JNCC) Ratified Date: 21st January 2016 Review dates and version numbers may alter if any significant changes are made 3 Issue Date: 21/01/2016 Review Date: 01/01/2019 aims to design and implement services, policies and measures that meet the diverse needs of our service, population and workforce, ensuring that they are not placed at a disadvantage over others. The Equality Impact Assessment Tool is designed to help you consider the needs and assess the impact of your policy in the final Appendix.

2 CONTENTS 1 Purpose Target Audience Policy Procedure Reporting Absence Certification Staying in Contact Occupational Health Returning to Work Sickness and Annual Leave Working additional hours Sick Pay Entitlement Representation Monitoring and Reviewing Absence: Short Term Absence Short Term Absence / Episodes of absence Informal Review Meeting Stage 1 Formal Attendance Review Meeting Stage 2 Formal Attendance Review Meeting Stage 3 Formal Attendance Review Hearing Monitoring and Reviewing Absence: Long Term Absence Phased Return Phased Return Appeal Procedure Agreed Termination on Medical Grounds Terminal Illness Unauthorised Absence: Action on first day of unauthorised absence Action on second day of unauthorised absence Further action after the deadline Disciplinary action as a result of unauthorised absence Unauthorised annual leave Countering Fraudulent Activity Attachments Procedural Document Storage (Hard and Electronic Copies) Locations this Document Issued to Other Relevant / Associated Documents Supporting References / Evidence Based Documents Consultation / Acknowledgements with Staff, Peers, Patients and the Public Definitions / Glossary of Terms Author / Divisional / Directorate Manager Approval Appendix 1: Equality Impact Assessment Form Page 2 of 16

3 1 PURPOSE We value the contribution made by our employees and recognise that a high level of attendance at work by all employees is a vital factor in the efficient operation of our services. High levels of attendance at work will support patient safety, work plans and in turn contribute to achieving high morale among employees. The purpose of this policy is to: Give you a clear understanding of Managing Attendance and your role in this. Explain the procedure to be followed when you are unable to attend work. Explain the procedure for monitoring and reviewing attendance. Our Aims are to: Maintain safe levels of care to our patients. Treat you fairly and consistently. Comply with legislation and best practice for managing attendance. Deal with matters promptly. Allow you to put your case forward and listen to your views. Support employees who are suffering from long-term ill-health so they can return to work wherever possible. Fulfil our responsibility of duty of care for all our employees. 2 TARGET AUDIENCE The policy applies to all staff employed by the Blackpool Teaching Hospitals Foundation Trust. 3 POLICY Our policy is to promote an attendance culture in partnership with staff to ensure we all provide a high quality service. It provides a framework for managers and staff in which to apply a fair and consistent approach to monitoring, managing and improving attendance levels. Short term absence for the purpose of this policy is defined as less than 28 calendar days (4 weeks). Long term absence for the purpose of this policy is defined as 28 calendar days or more (4 weeks). Key Principles: Page 3 of 16

4 Regular, punctual attendance is expected of every employee and we ask you to take responsibility for achieving and maintaining good attendance. We will consider any relevant medical advice on how we can help you get back to work, for example; on flexible hours, or altered duties. We reserve the right to review your level of attendance throughout your employment with the Trust and may take this into consideration when making decisions in the formal process. We reserve the right to authorise a medical suspension where we have concerns about your health, safety or well-being at work or that of other employees, patients or visitors to the Trust s premises. You must seek agreement from your line manager if you are working for another employer whilst off sick from the Trust. rmally, this will not be permitted unless you have documented medical advice which states otherwise We respect the confidentiality of all information relating to an employee s sickness. This policy will be implemented in line with all data protection legislation and the Access to Medical Records Act Absences for Control of Infection reasons: There are some circumstances where either Infection Prevention Team or Occupational Health will ask a member of staff to stay off work to prevent potential infection risk to patients, even though the member of staff is well enough to attend work otherwise. Examples include recent contact with an infectious disease to which he/she still has no immunity (Chicken Pox, Measles etc.). In these cases the absence should not be counted against the staff member s absence record for the purposes of managing attendance. The Trust has a zero tolerance approach to allegations of fraud and / or corruption and these will be dealt with under the Trust Disciplinary and Fraud and Corruption policies. 3.1 Procedure It is important that you comply with the Attendance Procedure fully as failure to do so may result in you forfeiting your eligibility to occupational and/or statutory sick pay Reporting Absence On your first day of absence you must speak to your line manager, or nominated deputy, as soon as possible, to allow your line manager (nominated deputy) time to arrange cover. Medical staff are to telephone your Department via the Divisional Rota Co-ordinator as soon as it is clear you are unable to work indicating the reason for absence and the likely duration of absence if possible and reference the Medical Staff Absence policy for further guidance. This must be before your shift starts or within 30 minutes of your shift commencing. Texting, ing or leaving a message via a colleague is not acceptable. Additionally, if you are on a secondment, training course, study leave or attending college you must contact your line manager or nominated deputy. Page 4 of 16

5 We would like you to explain; The nature of your illness, and in particular if it is likely to impact on service delivery or patient care e.g. infectious disease. How long you anticipate you will be absent for. If you are absent from work and do not contact your manager by the required time your manager will attempt to contact you Certification You must produce appropriate certificates as soon as possible for all sickness absences: Sickness absence up to and including 7 calendar days or 5 working days must be covered by a Trust Self Certificate. Sickness absence which exceeds 7 calendar days must be covered by a Statement of Fitness for Work from your GP. A Trust Self Certificate can be obtained from onehr or by request from your line manager Your Statement of Fitness for Work, provided by your GP, must be sent to your line manager within 3 working days of the start date of the Statement of Fitness for Work. Any further Statement of Fitness for Work must be sent to your line manager within 3 days of the expiry date of your last statement Staying in Contact It is important you stay in regular contact with your line manager or nominated deputy whilst you are absent from work. The frequency of contact should be agreed between you and your manager or nominated deputy. For long term sick this could be on a weekly basis but will depend on your individual situation. You must contact your line manager if: If there are any changes to your diagnosis. If the anticipated length of your absence changes. Prior to the expiry of your medical certificate. If you are given another Statement of Fitness for Work. When you know the date you will return to work Occupational Health You may be referred for an Occupational Health assessment in the following situations: Long term or continuing absence. Persistent or short term absence where triggers have been reached. Page 5 of 16

6 Were any further concerns are identified. If an illness is identified as work related. We will ask you to agree that we may discuss any reports produced with the relevant internal personnel, your doctor or any adviser to the Trust Returning to Work You must give as much notice as possible of your intended date of return to work to your line manager. Depending on the nature and duration of your absence your manager may request you see Occupational Health. When you return to work your manager will have a meeting with you to discuss; That you are fit to return to work. The reason for, and cause of absence. Anything the manager or the Trust can do to help. If your manager has any concerns about your level of attendance Sickness and Annual Leave If you are sick during planned leave and wish to retain your annual leave then you must notify your line manager so it is recorded as sickness. You must submit the documentation required under the certification section at of this policy. You will continue to accrue annual leave whilst you are off sick. This does not include Bank Holidays. If you have been long term sick and unable to take your annual leave by the end of the leave year you will be able to carry over the remainder of your entitlement based on a calculation of the statutory amount of 28 days (pro-rata for part-time workers). If you have pre-booked annual leave or wish to benefit from taking a holiday whilst off sick your manager needs to understand if this is sickness or annual leave to ensure this is recorded and paid appropriately. Therefore, you may request annual leave to go on holiday whilst on sickness absence from work and the appropriate annual leave payment will be made. You must inform your line manager of your intentions and seek agreement as soon as possible. t do so may result in your annual leave not being authorised Working additional hours Staff should not undertake bank / bench / agency work / overtime for two weeks following an episode of sickness absence or whilst on formal sickness absence review unless they have authorisation from their line manager to do so. Page 6 of 16

7 3.2 Sick Pay Entitlement Please refer to your terms and conditions for details of your sick pay entitlement. 3.3 Representation You have the right to be represented by an accredited Trade Union Representative or workplace colleague at any stage of the formal process. 3.4 Monitoring and Reviewing Absence: Short Term Absence Short Term Absence / Episodes of absence Monitoring attendance is intended to make sure that all employees are treated fairly and consistently. Trigger levels are a tool to assist managers in keeping track of the frequency of an employee s absences and to highlight at the earliest stage, when management intervention is needed. If your manager is concerned about your level of attendance or you have reached one of the trigger points outlined below the matter will be raised as follows. Your manager will hold a meeting with you if your attendance record falls into one of the following categories:- 4 periods of absence or more within a rolling 12 month period. 9 working days of absence or more within a rolling 12 month period (pro-rata for part time workers). Any other pattern of absence (e.g. regular certain days Mondays / one week each year during half-term). For staff with a Disability you can at any stage of the informal or formal procedure make a request for a reasonable adjustment and this will be considered. You can make reference to the Reasonable Adjustment guidance for further information Informal Review Meeting The purpose of this meeting is to: Go through and confirm your recorded absences. Identify any underlying reasons for your absence. To agree any support that may be needed. To agree an action plan to support more consistent attendance. You may be referred to Occupational Health. Inform you that an improvement in attendance is required. Your manager will write to you and confirm what you have discussed. Page 7 of 16

8 If you have a further absence during the rolling 12 months your manager will consider if it is appropriate to move you to the first formal stage Stage 1 Formal Attendance Review Meeting (Please see section on Representation 3.3). This meeting will follow the same format as the Informal Attendance Review Meeting and you may be formally cautioned that if you have another period of absence within a rolling 12 month period then you may be required to attend a Stage 2 Attendance Review Meeting. Where appropriate and dependant on the facts of your case the discussion will include consideration of what / if any reasonable adjustments can be made to sustain your attendance. You may be asked to attend a medical assessment with Occupational Health. Your manager will write to you confirming your discussion and you may be issued with a first written caution. If you have a further absence during the period in which a written caution applies your manager will review your attendance over the rolling 12 month period Stage 2 Formal Attendance Review Meeting (Please see section on Representation 3.3). The Stage 2 Formal Attendance Review Meeting will be held with an appropriate Senior Manager and a HR representative and will follow the same format as Stage 1. At this stage you may be formally cautioned that if you have another period of absence within an agreed timeframe you may be required to attend a Stage 3 Attendance Review Hearing where your continued employment with the Trust will be considered. Where appropriate and dependant on the facts of your case the discussion will include consideration of what / if any reasonable adjustments can be made to sustain your attendance. The Senior Manager will write to you confirming your discussion and you may be issued with a final written caution. If you have a further absence during the period a written caution applies your manager will review your attendance over the rolling 12 month period. They may seek advice about the impact of your attendance and whether it is appropriate to move to the next stage Stage 3 Formal Attendance Review Hearing You will be given 7 working days notice of the hearing in writing. The purpose of the hearing will be to consider your absence record and whether you are capable of maintaining reasonable attendance in the future. An outcome of the hearing may result in Page 8 of 16

9 dismissal. On this basis the hearing will be held by a manager with the authority to dismiss, should this be required, and a HR representative. The hearing manager will consider all the information and facts regarding your absence, the opinion of Occupational Health and the support we have provided for you. All the facts of your case and possible outcomes will be fully considered in a fair and unbiased manner. Where appropriate and dependant on the facts of your case the discussion will include consideration of what / if any reasonable adjustments can be made to sustain your attendance. It is possible that you will be dismissed at this stage of the process on the grounds that you are not capable of performing your role or on the grounds that you are unable to maintain reasonable attendance. In the event of you being dismissed you will be paid in lieu of your contractual notice as well as outstanding annual leave. All benefits under your contract will come to an end on the date of termination. You will be notified of the outcome of the hearing in writing within 7 working days. This written notification will include the grounds for the outcome and your right of appeal. 3.5 Monitoring and Reviewing Absence: Long Term Absence If you have a continued absence which is 28 calendar days or more it will be considered as a Long Term Absence. Your line manager will arrange a Well Being Meeting to discuss; Additional support we may provide. Possibility of returning to work. Help and support to facilitate your return to work. Departmental / Trust communications to keep you involved. Well Being Meetings will be held on a regular basis for example every month. It is important you attend both Well Being Meetings and Occupational Health appointments as failure to do so could result in the withdrawal of Occupational Sick Pay. If you remain absent for a prolonged period we will regularly review your state of health or fitness to see whether or not you have improved and if we are able to do anything to facilitate your recovery and return to work. Ultimately it may become necessary to consider redeployment or termination of your employment. Before taking such a decision, the Trust will consider the following; The nature of your illness. The likely prognosis for your recovery and/or re-occurrence. Your absence record, including spaces between absences. Page 9 of 16

10 What your standard of performance/attendance has been. Any special circumstances. Whether you have regularly consulted about your continued absence. Whether you have been made aware that your continued absence may result in redeployment or termination of employment. Whether additional support or adjustments to your work place and/or role would help. What alternatives there are to dismissal. If after considering all the above the Trust feels that redeployment or termination of employment is necessary, you will be invited to a Stage 3 Formal Attendance Review Hearing as outlined in the above section Phased Return After a period of long term sick it may be appropriate for you to come back to work on reduced hours and/or reduced duties. If Occupational Health recommend a phased return you will be paid in full but may work amended hours and/or duties. This full pay will last for a maximum of 4 weeks. If Occupational Health do not recommend a phased return, you and your manager may agree to support your return work by you using your annual leave so that your pay is not impacted. 3.6 Phased Return Appeal Procedure You have the right to appeal against dismissal at Formal Stage 3 Attendance Review Hearing. The details of how, and who to appeal to, will be detailed in the outcome letter. Appeal Hearings will usually be heard within 6 weeks. The appeal hearing will be heard by someone more senior than the manager who originally made the decision and who has no previous involvement with your case. You have the right to be accompanied by a Trade Union representative or Workplace colleague. The appeal hearing will review the decision taken at the original hearing, focusing on your reasons for appealing. The outcome of the Appeal Hearing will be sent to you in writing within a reasonable timescale. The manager s decision will be final and there is no further internal right of appeal. 3.7 Agreed Termination on Medical Grounds Lack of capability, is a potentially fair reason for dismissal under s.98 of the Employment Rights Act The Trust must show that it acted reasonably both in treating the long-term ill health as a sufficient reason for dismissing the employee and in the procedure adopted to effect that dismissal. Page 10 of 16

11 The correct procedure for the dismissal of an employee on the grounds of Ill Health is via a formal Stage 3 Attendance hearing, in accordance with the Trust Attendance Management Policy, with the exception of certain medical circumstances (see Section 3.4.5). It is essential that the Manager has assessed, in conjunction with Occupational Health and Human Resources, the stated medical condition and its impact for work. There must be clear identification that the condition affecting the employee is either terminal or life limiting and there are no prospects of the employee being able to return to work in any capacity. The results of the occupational health assessment must be discussed with the employee, and the employee advised of his/her options. 3.7.a 3.7.b 3.7.c 3.7.d The Manager and Human Resources Advisor must offer the employee and his/her representative (see section ) the right to attend a Stage 3 Attendance Management hearing. This can either be held with the Employee and the Representative present, the Employee attending alone, with the Representative only or via a written submission sent for consideration by the panel. In cases where the employee has applied for Ill Health retirement and where they agree that termination of employment is appropriate, they, or their representative, can submit their request in writing for consideration of termination employment on the grounds of ill health without attendance at a Stage 3 Attendance Management Hearing. Where the request is submitted and accepted by the Trust arrangements will be made for his/her employment to be terminated with the appropriate contractual notice paid at full pay, including any annual leave entitlement not taken. In all cases the employee has the right of appeal against either termination via a Stage 3 Attendance Management Hearing, or by the Trust issuing notice at their request. The appeal format will follow the Management of Attendance Policy Terminal Illness Where the employee is suffering from a terminal illness there are a variety of options open to the manager/employee. The Trust would aim, as far as possible, to give the employee s interest immediate attention and would try to provide the most financial beneficial result for the employee and/or his/her relatives. Special pension arrangements are available to NHS Pension members who are terminally ill. Managers should liaise with Human Resources or the Trust s Pensions Officer for guidance in individual cases. An Ill-Health retirement application should be made immediately and if terminal illness is confirmed, the individual will be eligible for Tier 2 illhealth retirement which could be commuted into a one-off payment. Page 11 of 16

12 3.8 Unauthorised Absence: Unauthorised absence applies to all employees. It applies if an employee fails to comply with the Trust s sickness absence reporting procedure (or provide the required evidence within the required time period), fails to attend work, fails to return from holiday or is absent from work for any other reason without permission. If an employee is absent from work without good cause and/or fails properly and effectively to notify the Trust of his/her absence, this may be treated as a serious disciplinary offence, potentially constituting gross misconduct Action on first day of unauthorised absence On the first day of the employee's absence, his/her line manager will attempt to contact him/her, making a note of the means used (telephone or ) and keeping a record of the time. If the employee does not answer the telephone, the manager will attempt to leave a voic message asking him/her to return the call. If the manager is unable to contact the employee, he/she may attempt to contact the employee's next of kin or listed emergency contact Action on second day of unauthorised absence On the second day of the employee's absence, if nothing has been heard from the employee and the manager has again been unable to contact the employee and has not received a satisfactory explanation from the employee's next of kin or emergency contact, the manager will write to the employee detailing his/her absence and the attempts to make contact. The letter will say that no satisfactory explanation for the absence has been received and require that the employee make contact with the manager as soon as possible, but no later than [three] days after the date of the letter. The letter will warn the employee that, if he/she fails to make contact by the deadline, the Trust will invoke the disciplinary procedure Further action after the deadline If, following the deadline, the employee has still not contacted the manager, the manager will send the employee a letter inviting him/her to attend a disciplinary hearing to explain his/her absence. The letter should warn the employee that the lack of an adequate explanation could result in summary dismissal for gross misconduct. At this point pay will be stopped Disciplinary action as a result of unauthorised absence If the manager makes contact with the employee and/or the employee returns to work, the manager should conduct an immediate investigation into the reasons for his/her absence and his/her lack of contact with the Trust. If the employee can give adequate explanations for his/her absence and lack of contact, the manager can conduct a return-to-work interview. If the employee is unable to provide an adequate explanation for his/her absence and lack of contact, the Trust may treat the absence and the failure to follow the absence reporting procedure as disciplinary matters. Page 12 of 16

13 If the employee claims to have been sick (to the extent that this also precluded contacting the Trust e.g. hospitalised), the manager can ask for reasonable evidence of this. If the employee is unable to provide sufficient evidence, the Trust may consider whether or not the claimed sickness absence was genuine. If the manager considers the employee's failure to attend work to be potential gross misconduct. The Trust will conduct any disciplinary hearing in accordance with its disciplinary procedure. 3.9 Unauthorised annual leave If an employee has been refused a request for annual leave, but declares that he/she intends to take the time off anyway, the employee's manager should write to the employee instructing him/her to attend work. The letter should confirm that: The leave request (for the specific dates) was legitimately declined; He/she is expected to attend work as usual; and Failure to do so will be unauthorised absence, be unpaid and may result in disciplinary action, which could result in summary dismissal for gross misconduct. The letter should invite the employee to reconsider his/her expressed intention to be absent. If, having sent this letter, the employee fails to attend work, the manager should treat the absence as unauthorised. If an employee has been refused a request for annual leave, but fails to attend work (either saying that he/she is sick or by making no contact), the Trust will investigate this as a potential unauthorised absence Countering Fraudulent Activity The Trust has a zero tolerance to allegations of fraudulent activity. Any suspicion of fraud and/or corruption will be referred to the Trust s Counter Fraud Specialist for investigation, in accordance to the Trust s Counter Fraud and Corruption Policy. 4 ATTACHMENTS Appendix Number Title Appendix 1 Equality Impact Assessment 5 PROCEDURAL DOCUMENT STORAGE (HARD AND ELECTRONIC COPIES) Electronic Database for Procedural Documents Held by Procedural Document and Leaflet Coordinator 6 LOCATIONS THIS DOCUMENT ISSUED TO Copy Location Date Issued 1 Intranet 21/01/ Wards, Departments and Service 21/01/ OneHR Internet 21/01/2016 Page 13 of 16

14 7 OTHER RELEVANT / ASSOCIATED DOCUMENTS Unique Identifier Title and web links from the document library Trust Self Certificate 8 SUPPORTING REFERENCES / EVIDENCE BASED DOCUMENTS References In Full Crown. (1998). Data Protection Act Available: Last accessed 22/02/2016. Crown. (1988). Access to Medical Reports Act Available: Last accessed 22/02/2016. Crown. (1996). Employment Rights Act Available: Last accessed 22/02/2016. Department for Work and Pensions. (01/04/2012). Statement of Fitness for Work (RR797). Available: Last accessed 22/02/ CONSULTATION / ACKNOWLEDGEMENTS WITH STAFF, PEERS, PATIENTS AND THE PUBLIC Name Designation Date Response Received JNCC HR Policy meeting 10 DEFINITIONS / GLOSSARY OF TERMS 11 AUTHOR / DIVISIONAL / DIRECTORATE MANAGER APPROVAL Issued By Louise Benfield Checked By Nicky Ingham Job Title Head of Employee Relations Job Title Director of Workforce & OD Date January 2016 Date January 2016 Page 14 of 16

15 APPENDIX 1: EQUALITY IMPACT ASSESSMENT FORM Department HR Service or Policy POLICY Date Completed: 2 MAY 2014 GROUPS TO BE CONSIDERED Deprived communities, homeless, substance misusers, people who have a disability, learning disability, older people, children and families, young people, Lesbian Gay Bi-sexual or Transgender, minority ethnic communities, Gypsy/Roma/Travellers, women/men, parents, carers, staff, wider community, offenders. EQUALITY PROTECTED CHARACTERISTICS TO BE CONSIDERED Age, gender, disability, race, sexual orientation, gender identity (or reassignment), religion and belief, carers, Human Rights and social economic / deprivation. QUESTION RESPONSE IMPACT What is the service, leaflet or policy development? Issue Action Positive Negative ne needed n/a Combination of 3 policies to create one for all staff. What are its aims, who are the target audience? Does the service, leaflet or policy/ development impact on community safety Crime Community cohesion Is there any evidence that groups who should benefit do not? i.e. equal opportunity monitoring of service users and/or staff. If none/insufficient local or national data available consider what information you need. Does the service, leaflet or development/ policy have a negative impact on any geographical or sub group of the population? How does the service, leaflet or policy/ development promote equality and diversity? To promote an attendance culture to ensure a high quality of service. Maintain safe levels of care to our patients Treat staff fairly and consistently Comply with legislation and best practice for managing attendance Deal with matters promptly Allow staff to put their case forward and listen to their views Support employees who are suffering from long-term illhealth so they can return to work wherever possible Fulfil our responsibility of duty of care for all our employees Provides a framework for managers and staff in which to apply a fair and consistent approach to monitoring, managing and improving attendance levels. Ensure compliance with the policy through regular monitoring of trigger points n/a Does the service, leaflet or policy/ development explicitly include a commitment to equality and diversity and meeting needs? How does it demonstrate its impact? Does the Organisation or service workforce reflect the local population? Do we employ people from disadvantaged groups The policy complies with employment legislation. Specifically it allows for manager discretion in line with the requirement to make reasonable adjustments for those with a Disability. Values the contribution made by employees and recognises that a high level of attendance at work is a vital factor in the efficient operation of our services, support patient safety, work plans and contribute to high morale. Yes ne needed ne needed n/a Page 15 of 16

16 APPENDIX 1: EQUALITY IMPACT ASSESSMENT FORM Will the service, leaflet or policy/ development i. Improve economic social conditions in deprived areas ii. Use brown field sites iii. Improve public spaces including creation of green spaces? Does the service, leaflet or policy/ development promote equity of lifelong learning? Does the service, leaflet or policy/ development encourage healthy lifestyles and reduce risks to health? Does the service, leaflet or policy/ development impact on transport? What are the implications of this? Does the service, leaflet or policy/development impact on housing, housing needs, homelessness, or a person s ability to remain at home? Are there any groups for whom this policy/ service/leaflet would have an impact? Is it an adverse/negative impact? Does it or could it (or is the perception that it could exclude disadvantaged or marginalised groups? Yes The policy has an impact on the way people with Disability are supported with the aim to remain in employment through sustained attendance at work. Support employees who are suffering from long-term ill-health so they can return to work wherever possible ne needed Ensure consistent application of reasonable adjustments through utilising advice from Occupational Health and HR Advisers at the formal stages of the procedure. Potential Potential Does the policy/development promote access to services and facilities for any group in particular? Does the service, leaflet or policy/development impact on the environment During development At implementation? ACTION: Please identify if you are now required to carry out a Full Equality Analysis Name of Author: Signature of Author: (Please delete as appropriate) Louise Benfield Date Signed: 2 May 2014 Name of Lead Person: Signature of Lead Person: Name of Manager: Signature of Manager Date Signed: Date Signed: Page 16 of 16

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