Managing Attendance Policy - Halton and St Helens PCT

Employees that carry over annual leave due to sickness absence to the next yearshould have this leave built into a phased return agreement (if they have a phasedreturn to work)Accrual of statutory (not contractual) annual leave will be paid upon termination ofemployment due to ill health. Statutory leave as of April 2009 is 5.6 weeks, inclusiveof bank holidaysEmployees should request annual leave in the normal way via their Manager evenwhen on sick leave For Example - if going on holiday abroadAnnual leave will be granted to an employee that is off sick to allow the employee totake a holiday for convalescence purposes For Example if an employee is absentfrom work due to stress/depression a holiday may aide an earlier return to work. Theannual leave used can be deducted from the employee's annual leave entitlement -but only if the employee if on agreement to this. If the employee does not agree tothe leave being deducted then Managers need to explore the reasons for the holidayrequest and ensure it is for convalescence; if it is, the Manager should still grant thetime away but not deduct the time from the employees annual leave entitlement - thisis to ensure that annual leave is utilised appropriately and is in line with legislationConditions regarding taking holidays whilst off sick: In some instances it may be appropriate for a member of staff to take a holiday/periodof leave away from home during a period of sickness absence e.g. for convalescencepurposes. Before taking any such leave, staff must contact their Line Manager toinform them of the proposed dates. The period of leave will still be counted assickness for the purpose of recording sickness absence and calculating pay for thisperiod.Medical Appointments Non urgent, regular and/or routine health, medical and dental appointments should bearranged outside of contracted hours – particularly if an individual is part time Managers should exercise flexibility with lunchtimes, start times etc.. It is accepted there will be exceptional circumstances and these should be discussedwith your Manager Staff that are unable to get routine health, medical and dental appointments outside oftheir contracted hours will be required to make the time back Only emergency appointments should be taken within working hours without thenecessity of making the time back All appointments need to be evidenced. It is accepted that evidence may only beobtained on attending the appointment and not prior. In any event evidence of theappointment will be required including the time and date of the appointment. It is notacceptable for employees to advise they were unable to obtain evidence; evidencecan be appointment card, letter, handwritten note on company headed or stampedpaper Where a number of appointments are required on an on-going basis or over a shortterm period due to a health issue, the staff member should discuss this with their LineManager as soon as they are aware. Whilst support will be provided by the LineManager for attendance, co-operation from staff in understanding the necessity forPage 12 of 31