Managing Attendance Policy - Halton and St Helens PCT

Stage Two InterviewIf at any time during the next 6 months following the Stage Two Interview, the employee’sabsence level remains unsatisfactory, the Line Manager may decide to move to Stage Two ofthe policy. A formal Stage Two Interview will be arranged in line with the specifications set out inthe meetings process.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 and that they may bedismissed if their absence levels remain unsatisfactory following this stage.The Line Manager may decide to issue a final written warning at this stage. The warning willindicate that dismissal on the grounds of capability may result if the absence levels remainunsatisfactory. Such warnings will normally last for 12 months and the employee advised that afinal stage interview may be arranged at any time within that 12 months. The outcome of themeeting will be confirmed in writing.It is also important, where appropriate, to discuss at this stage redeployment and rehabilitationpossibilities including reduction in hours and, where necessary seek advice from OccupationalHealth, as to whether any condition falls within the definition of disability under the DisabilityDiscrimination Act 1995.The attendees should be the Employee, Trade Union Representative or Work Place Colleague(as per he Trust’s Partnership Agreement) the Line Manager and Human Resources.Final Stage InterviewIf at any time during the 12 months following the Stage Two interview it is established that thelevels of absence remain unsatisfactory, a meeting should be arranged at which the employee’sManager, a Dismissing Officer (as set out in the Disciplinary Policy) and an Human ResourcesManager must attend to review the continued level of absence and decide whether or notdismissal is appropriate and on what grounds.In accordance with Trust partnership principles the ‘Right to be Accompanied’ by a Trade UnionRepresentative or a work colleague should be extended to all meetings.The employee must be invited to a Final Stage Absence Interview as set out in theNotification and Conduct of Sickness Absence Review Meetings, and must be providedwith any relevant information/statements and must be made aware in advance that onepossible outcome of the meeting is dismissal.If dismissal is an outcome of the meeting, the process specified in Termination of Employmentmust be followed.Page 21 of 31