Disability leave policy - NASUWT

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MODEL POLICY1. Preamble1.1 _______________________________ school/college is committed to creating a positive working environment.Employees with a disability or impairment have the right to be treated with consideration and respect and toreasonable time off for issues related to their disability or impairment.1.2 From time to time, employees may be unable to attend work, need to attend hospital or GP appointments orotherwise be absent, as a result of their disability or impairment. This policy sets out the procedures which apply inthese circumstances. Employees are expected to co-operate in ensuring absences related to disability are managedin line with this policy.1.3 The school/college will make every effort to ensure the school meets its duties and responsibilities under the EqualityAct 2010. They will support disabled staff and recognise them as valued members of the school workforce. The needsof disabled employees will be balanced with the needs of the school and the pupils.1.4 The school/college acknowledges that it has a responsibility to promote an inclusive and supportive workingenvironment, recognising that a diverse workforce which reflects all sections of the community will include disabledemployees.1.5 This policy helps to ensure that disabled employees are not put at a substantial disadvantage in comparison withemployees who are not disabled. The policy applies to all employees.1.6 This policy is intended to both support staff and enable managers to manage disability-related absences in a waywhich is fair, consistent and complies with employment, equality and health and safety legislation, and that suchabsences are managed effectively and equitably.1.7 The policy balances the need to deliver the best possible education service and the interests of employees.1.8. The success of this policy is dependant on openness, mutual trust and respect between employees, employeerepresentatives and line managers. It relies on the willingness of all parties to co-operate.1.9 The school/college will actively and positively communicate this policy to all staff and train staff and managers asappropriate.1.10 All the school’s policies and procedures will be applied in accordance with the law, including that specifically relatingto disability. The school recognises its duties as a public body to pay ’due regard‘ to the promotion of equality fordisabled people in every area of work. The school’s Equal Opportunities Policy will also reflect the wider requirementsof the legislation.2. Disability leave2.1. Disability leave under this policy is defined as paid time off for a reason related to an employee’s disability. It can beshort or long periods of time, a single day or a series of days. The length of time off will be decided in the context ofthe test of ‘reasonableness’ dependent upon the individual’s circumstances.2.2 Access to disability leave will not be used as a negative criterion for assessing performance, competence, selection forpromotion, professional development, redundancy, or sickness absence monitoring. This list is not exhaustive.2.3. The reasons for an employee’s application for disability leave may include one or more of the following:n hospital treatment as in- or out- patient;n counselling or therapeutic treatment;n assessment for diabetes;n recovery after transfusion, dialysis, chemotherapy orn dyspraxia – related treatment;radiotherapy;n HIV – related treatment;n physiotherapy;n training with a guide dog;n to allow adaptions or reasonable adjustments to ben training in use of specialist equipment;made; andn training on Braille, BSL, lip reading;n surgical treatment. This list is not exhaustive.5
3. Sickness and disability3.1 Sickness absence may be related to an employee’s disability and specialist advice will be obtained from OccupationalHealth when necessary.3.2 Self-declaration by the employee or GP/Consultant notes confirming disability or registration as a disabled person willtrigger an automatic assessment of the need for reasonable adjustments to the individual’s working needs orenvironment as may be appropriate.3.3 The school acknowledges that disability is not synonymous either with sickness or absence from work.4. Confidentiality4.1 Information about sickness absence and disability will be handled carefully to ensure that sensitive details remainconfidential in accordance with the provisions of the Access to Medical Reports Act 1988 and the Data Protection Act1998.4.2 Employees are not obliged to inform the employer if they have a disability, but are encouraged to do so, as this allowsfor access to reasonable adjustments and adaptations where necessary.5. Time off to attend medical appointments5.1 Employees will be permitted paid time off to attend medical appointments which relate to the employee’s disabilityand will not unreasonably be refused any request for time off. This will include appointments with their doctor, dentist,optician and any other appointment of a medical nature related to their disability.6. Procedure for applying for leave6.1 Employees who wish to apply for disability leave should complete the application form provided for this purpose(Appendix 1).6.2 Within five working days of receiving an application for disability leave, the request will be considered by their linemanager and the employee will be informed of the outcome.6.4 If the request is declined, the manager will set out in writing the reasons for the decision and arrange to meet withthe employee within ten working days.7. Review7.1 The policy will be reviewed every year in consultation with the recognised trade unions.8. Other rights and entitlements8.1 The provisions of this policy do not remove the rights of employees in law or under other school policies, including thegrievance procedure.This policy was adopted at a meeting of the governing body on [ date ]The policy will be reviewed on [ date ]6
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Disability leave policy - NASUWT

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