Managing Attendance Policy - Halton and St Helens PCT

Appeals ProcedureAn employee may appeal against a formal warning or dismissal using the process set out in theTrust’s Disciplinary Policy for appeals. Any Appeal Panels convened will mirror the process setout in the Disciplinary Policy.MANAGING LONG TERM ABSENCEIntroductionLong term sickness absence can be defined as any period of sickness lasting over 28 days.Each member of staff who is absent due to long term sickness will have individual needs andbecause of the special difficulties this group of staff often faces, advice should be obtained fromthe Occupational Health and the relevant Human Resource Manager at the earliest opportunity.Action / InvestigationA range of actions may be appropriate:no further actionfurther investigation/action at a later datechange in working conditions/rehabilitationredeploymentenforced medical suspensionearly retirementformal warning, followed by termination of employment on health groundsThe Trust requires Line Managers to adopt a sympathetic and positive approach to therehabilitation of any employee who, following a long term absence, upon the advice ofOccupational Health or a Medical Practitioner requires a phased or gradual return to work for aspecific period of time.Managers must keep Human Resources informed of any staff who are absent for more than 28days.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 Right to be accompanied by a trade union representative or a work colleague Details of their sickness record over the last 12 months, including any previous filenotes or warnings that are still current.Page 22 of 31