Managing Attendance Policy - Halton and St Helens PCT

Agreement will be reached about what improvement will be expected over a specified periodand what help will be provided to assist with that improvement. The employee may berequested to revert to a shorter working day or a different pattern of work for a temporary periodwhilst their sickness absence is still under review.Line Managers should be flexible in keeping the situation under review and in extending therehabilitation period for a short time, if appropriate. Any temporary extension should beconfirmed to the individual in writing.If at any point during the process there is a change in the employee’s medical condition, theLine Manager must discuss this with the employee and the Line Manager must refer them backto Occupational Health.Modification of DutiesFollowing a rehabilitation program that proved unsuccessful, a modification of hours of work orduties may be recommended by the Occupational Health Service. The report will be reviewedby the Line Manager in conjunction with the Human Resources Department.Access to Work SchemeSpecialist advice and support regarding modification of duties, enabling equipment and return towork may be obtained from the Access to Work Scheme. The individual member of staff isrequired to apply for assistance although in some circumstances the employer may contactAccess to Work. For further information contact Human Resources.Payment during AbsenceEligibilityPayment will be made to members of staff who are absent from work due to sickness orindustrial injury.Period of PaymentThe maximum period of payment for absence due to sickness or injury as determined by theterms and conditions handbook depends upon length of service. Should Agenda for ChangeTerms and Conditions not apply to the individual circumstances, reference should be made tothe individual’s contract of employment.Period of continuous service Period of fullpayPeriod of half payUp to 12 months 1 month 2 monthsOver 1 and up to 2 years 2 months 2 monthsPage 16 of 31