Managing Attendance Policy - Halton and St Helens PCT

Informal InterviewLine Managers will arrange to meet with staff to establish:-if there are any underlying health problems which initially the Manager orOccupational Health may be able to assist with and, to ensure that staff are aware of their own levels of sickness and those of thedepartmentA record of the employee’s sickness absence and the outcome of any discussions held duringthe informal meeting should be confirmed in writing and placed on the employee’s personal filefor a period of 6 months. The letter should also advise the employee of the next steps in thepolicy if their absence record continues to be unsatisfactory. This note will be referred to as an‘informal file note’.The attendees should be the employee, Trade Union Representative or work place colleague(as per the Trust’s Partnership Agreement), Line Manager. A HR representative can be presentif requested by either party.Stage One InterviewIf at any time during the six months following an informal file note meeting, there are twoabsences or ten days sick leave, the Manager may decide to move to Stage One of the Policy.At this stage, a Formal Stage One meeting should be arranged in line with the specifications setout in the Notification and Conduct of Sickness Absence Review Meetings process.At this stage a review of all the employee’s episodes of absence should take place, establishingthe reasons for the absence and any help and support that may be required. A review of theemployee’s current working hours and patterns will take place and where appropriate theManager may advise a change in work pattern for a temporary period to see if this helps toreduce the level of sickness absence.The outcome of the meeting will be confirmed in writing and could result in a formal warningbeing issued. Such warnings will last for 6 months.During the Absence Interview and in the subsequent letter the employee must be made awareof the implications if they are unable to meet the terms of their contract. A final written warningand ultimately dismissal may result if the absence levels remain unsatisfactory.The attendees should be the Employee, Trade Union Representative or Work Place Colleague(as per he Trust’s Partnership Agreement), Line Manager. A HR representative can be presentif requested by either party.Page 20 of 31