Managing Attendance Policy - Halton and St Helens PCT

Medical SuspensionIn circumstances where a staff member’s state of health, in the opinion of the Line Manager,constitutes a risk to the safety of the individual, other staff or patients, the staff member will berequired to attend Occupational Health and may be suspended on medical grounds for aspecified period. The staff member will receive full pay for the period of the suspension. Thiscourse of action must be undertaken in accordance with suspending authority outlined in theDisciplinary Policy and Procedure.Recruitment and Induction No applicant will be appointed to the Trust before health fitness clearance to undertakethe post is provided by Occupational Health. New employees will be informed of the Trust’s Policy on Managing Absence duringinduction New employees will be subject to the same criteria for trigger levels as existing staffReturn to WorkLine Managers / Supervisors will be required to meet with staff after each episode of sicknesson their return to work. This will establish if any further support is required. This will be aninformal discussion and treated in strict confidence. A record will be made of the meeting and acopy given to the individual and one put on the employee’s personal file. The Return to Workmeeting should be conducted on a 1 to 1 basis away from the immediate work area.Occupational Health ReviewsIn the following cases referral to Occupational Health should be immediate: Where a GP note is received that is 4 weeks or more in length Where consecutive notes take the employee to more than 4 weeks absence Any stress related, mental health or musculoskeletal issue – regardless of the lengthof note Any work related injury or diseaseThe Line Manager is responsible for implementing Occupational Health advice. If it is thoughtthat is it reasonable to implement the recommendations provided, the Line Manager shouldkeep the situation under review, monitor progress and involve Human Resources wherenecessary. If there is any doubt over whether recommendations can be implemented, Managersmust discuss these with the Human Resources Department.Phased returns are normally of four weeks in duration, with a return to normal hours in the 5 thweek. Phased returns will be agreed between the Line Manager and the employee beforereturning to work, taking account of business and service needs as well as the individualemployee needs. If an employee has accrued annual leave whilst off sick this annual leave canbe used as part of the phased return period. This will usually be the case when employeeshave been on long term sick leave and been unable to take the leave within year and asubstantial amount of annual leave is carried over.Page 15 of 31