Managing Attendance Policy - Halton and St Helens PCT

Stage 2Finalnote2 absences or 10 days sick leave inthe 6 month period after a Stage 1Formal WarningAny subsequent absences couldresult dismissalFinal WarningDismissalPlease see Appendix 1 for who should be invited to attend at each of these trigger levelmeetings.Absence Levels Indicators and StagesLine Managers will be expected to take into account whether an absence is pregnancy related,disability related or work related. In these circumstances it would not be appropriate to issue afile note without first seeking the advice of Human Resources.It will not be appropriate to go back to Stage One unless the attendance record has beensatisfactory for a full 12 month period following a Stage 2 or Final interview. However, decisionsmust be made in each case according to individual circumstances, taking into account reasonsand duration of absences, any long term absences and any other factors such as industrialinjury. Where a staff member is improving their level of absence, it may be decided to maintainand review them at the same stage of the policy.Notification and Conduct of Sickness Absence Review MeetingsLine Managers will inform staff in writing of the meeting and must ensure they include thefollowing: Advance warning of no less than 5 working day’s notice The reason for the meeting, including the “stage” of the policy In accordance with Trust partnership principles the ‘Right to be Accompanied’ by aTrade Union Representative or a work colleague should be extended to all meetings Details of their sickness record over the last 12 months, including any previous filenotes or warnings that are still current.Meetings should be conducted in normal working time, giving consideration to any physicalconditions the employee may have.Home visits should only take place with the express consent of the employee, and where it isnot possible for the employee to attend a meeting at work.The outcome of all meetings must be confirmed in writing.Page 19 of 31