Managing Attendance Policy - Halton and St Helens PCT

NHS Professionals & Bank Work Trust staff absent from their substantive post due to sickness must not acceptassignments offered by NHS Professionals. Working on an assignment through NHSProfessionals whilst on sick leave would constitute a disciplinary offence and couldlead to summary dismissal from their substantive post. Substantive employees who are absent due to sickness cannot work a secondarypost or bank shift (whether bank for this Trust or another NHS Organisation). Bank staff with this Trust who are absent due to sickness from their substantive post(with another organisation) must speak with their Bank Line Manager beforeundertaking bank hours with this Trust In situations where, following discussion with the staff member, it is evident they arenot managing to fulfil contracted hours (such as returning after sickness on a phasedbasis), or where a condition may be aggravated by additional work, staff will not beallowed to perform Bank/Agency/Overtime work for a specified time as agreed withtheir manager on return to work.If attendance levels are generally poor (i.e. being managed under this policy and/or theDisciplinary Policy, Capability Policy), the Trust reserves the right to ensure the staff member isnot granted any Bank/Agency/Overtime work until such time as their attendance level isacceptable.Absence without PermissionIf a member of staff does not turn up for work and makes no contact, it is the Line Manager’sresponsibility to try to establish contact. Initial contact should be made by phone on the first day.If contact cannot be established a letter should be sent to the home address in line with theprocess set out below. In exceptional circumstances and serious concern for the well being ofthe member of staff, a visit in person may be necessary. The Line Manager should bear in mindpersonal and domestic circumstances and should take all reasonable steps to establish contactwith those who live alone or are known to have difficult circumstances. If in any doubt, the LineManager should seek the advice of Human Resources.If contact cannot be established, the Line Manager must follow the procedure below,maintaining contact with Human Resources throughout the process: All correspondence must be discussed and agreed with Human Resources in the firstinstance Any correspondence must be marked Private & Confidential Write to the staff member asking them to contact you to discuss their absence. Theletter must be sent recorded delivery. If you do not receive a reply and no information comes to light from other sources e.g.work colleagues, then a second letter should be sent. This letter will outline that theirpay will be stopped if no contact is made by a given date. This letter must also besent recorded delivery.Page 10 of 31