APPENDIX 13 â SICK LEAVE AND ALLOWANCES - Nicva

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preliminary discussion with the employee about action or measures NICVA might be able to take to assist in the return to work. Persistent Sickness/Absence Reviews NICVA will monitor sickness absence on a quarterly basis against the UK average. The Manager will advise line managers when an individual employee's sickness/absence reaches a level that is considered to be unacceptable. If an employee's record involves frequent, patterned or persistent levels of absence, then the Manager or line manager will conduct an interview with the employee. This interview will aim to: (1) Clarify the frequency, pattern or persistence and identify the reason for the absence. (2) Ensure that the employee is aware that the absence record is giving cause for concern. (3) Advise the employee to seek proper medical attention if there is an underlying health problem. (4) Give consideration to the employee's personal problems/circumstances and explore possible methods of assistance. (5) Inform the employee that persistent short-term absences are unacceptable and that they may put continued employment at risk, ie disciplinary measures may be required. (6) Agree a reasonable period of time over which the employee's attendance can be monitored for improvement. (7) Indicate what the next step will be if the employee's attendance fails to improve, ie disciplinary measures may be invoked. Long-Term Absence NICVA recognises that some employees may be subject to periods of long-term illness where the employee is unlikely to be in a position to change the situation. In such instances NICVA will endeavour to be sensitive to the long-term needs of the employee. However, there are occasions where the needs of NICVA are such that appropriate action will be taken. In the event that an employee is absent through long-term illness, the following steps will be invoked after a period of two months: (1) The Manager will seek a meeting with the employee to discuss their current state of health and the likelihood of a return to work within a reasonable period. Section 3 – Work Life Balance Policy 20
(2) At this meeting NICVA will seek to obtain written approval to contact the employee's GP in order to establish the likely length of absence and the longterm effect on the individual's capability in relation to job performance and attendance at work. (A copy of the GP's report will be sent to the employee and a follow up meeting will be held to discuss the reports.) (3) If the absence extends to a fourth month, NICVA will seek written approval for an independent medical assessment at NICVA's expense (again a copy of the report should be forwarded to the employee). (4) If the independent assessment indicates that a return to work within six months is unlikely, then the Manager will seek a further meeting with the employee. (5) If the absence extends to a tenth month, NICVA will seek approval for a second independent medical assessment at NICVA's expense (again a copy of the report should be forwarded to the employee). (6) If the second independent assessment indicates that a return to work within six months is unlikely, then a further meeting will be sought. The purpose of this meeting will be to consider future options which may include: (i) (ii) (iii) (iv) Any possible adjustments to work such as shortened days or weeks. Alternative employment. Early retirement on health grounds. Dismissal. (7) It is important at this stage to agree a timetable for considering the options above, usually two months, and to identify at this stage whether dismissal will be considered. This should be confirmed in writing with the employee and their trade union representative. (8) If over the course of the agreed timetable it becomes clear that an improvement in the foreseeable future is unlikely and other options have been exhausted, a further meeting will be arranged with the employee and their trade union representative to explain the company's decision to dismiss the employee for reasons of ill health. (9) The decision will be confirmed in writing giving the appropriate contractual/statutory notification and the procedure for appealing the decision. (10) If the employee's illness is terminal and there is a life assurance policy in operation (linked to a pension scheme), NICVA will endeavour to retain the employee so as to afford the employee's family consideration of benefits therein. Staying in Touch During Sickness Absence Section 3 – Work Life Balance Policy 21
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APPENDIX 13 â SICK LEAVE AND ALLOWANCES - Nicva

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APPENDIX 13 â SICK LEAVE AND ALLOWANCES - Nicva