Managing Attendance Policy - Halton and St Helens PCT

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Absence process. If further advice is required from Occupational Health please ensure thisinformation is provided.On return to work from long term absence service is regarded as continuous and normal payarrangements are resumed.Redeployment (May be Temporary or Permanent)The Trust will seek redeployment to a suitable alternative role for any member of staff whorecovers after a period of incapacity but may not be able to return to their current role.Occupational Health must be involved in this process. If, after a search for alternative work, nosuitable work is available then it may be necessary to consider termination of the employee’scontract of employment.For staff where redeployment is appropriate for health reasons, Managers will take the followingsteps: - Obtain Occupational Health advice Liaise with Human Resources to ensure the individual is placed on the redeploymentregisterWhere an employee is not ready for a full return to work, the Manager must consider theevidence supporting the possibility of a phased or full return in an alternative post on atemporary basis.Redeployment Trial PeriodsWhere a suitable alternative position has been identified for the employee it may be possible forthe employee to undertake the new duties for a trial period which would normally be for a periodof not less than one month or more than three months. This period of time would be to helpassess the suitability of the post.Occupational Health advice must be obtained for all temporary or permanent redeploymentoptions.At the end of the trial period, the employee should be assessed, for their suitability to do thenew job, by their new Manager and if there are any health or absence concerns from theManager or employee, be referred back to the Occupational Health to advise on their suitabilityto continue in the new post. In such cases, consideration should be given to the possibility of illhealth retirement.The trial period may be extended in exceptional cases, subject to agreement with the newManager for a further period of up to three months. Agreement must be reached between theprevious and new Manager as to how this will be funded.Page 24 of 31
If the employee is regarded as unsuitable because they are not able to meet the jobspecification, or the employee does not wish to continue in the new post, a further meeting willbe arranged to discuss other options, including possible termination of employment on groundsof ill health. A formal meeting, involving a Human Resources Manager must be arranged todiscuss either ill health retirement or termination of employment.If dismissal is an outcome of the meeting, the process specified in Termination of Employmentmust be followed.Ill Health RetirementIf all the preceding modifications and recommendations have been investigated and haveproved unsuccessful, then early retirement due to ill health should be considered andinvolvement sought from Occupational Health. However, the final decision lies with thePensions Agency for the NHS Pension Scheme or other pension scheme. Application to beconsidered for this must be made by the member of staff.In those cases where the employee’s application for ill health retirement has been accepted,prior to actual termination of employment, a retirement date should be agreed and the ESR4documentation should be completed and sent to the payroll provider as soon as possible so asnot to delay payment of the employee’s pension.A Long Service Retirement Award application form should be completed where appropriate.Termination of Employment due to Absence/Ill HealthAny dismissal from the Trust on grounds of sickness and/or absence must be handled with theutmost sensitivity and will only be considered after all other possible options have beenthoroughly investigated. The decision to dismiss should never come as a surprise to themember of staff and should have been discussed as a possible outcome at each previous stageof the process.Dismissal may however be the ultimate outcome in the following scenarios:An unacceptable attendance record as identified in the processWhen a member of staff is unable to undertake the substantive role for which theywere employed and there is no suitable alternative role available and where Ill-Healthretirement is not applicable.Prior to making the decision to dismiss a member of staff, the Line Manager must be able todemonstrate that open and honest discussions have taken place at each stage of the processand that the correct procedure has been followed.In accordance with the Trust’s Dismissing Authority outlined in the Disciplinary Procedure, thecase must be passed to an independent Dismissing Officer with the required delegatedauthority to review the case. The Dismissing Officer will arrange a subsequent formal meeting toPage 25 of 31
Page 1 and 2: NON-CLINICAL POLICYManaging Attenda
Page 3 and 4: Table of ContentsIntroduction .....
Page 5 and 6: SCOPEThis policy and associated pro
Page 7 and 8: Ensure Line Managers are trained ap
Page 9 and 10: When calling, employees should stat
Page 11 and 12: If the member of staff returns to w
Page 13 and 14: If there is a need for long term ap
Page 15 and 16: Medical SuspensionIn circumstances
Page 17 and 18: Over 2 and up to 3 years 4 months 4
Page 19 and 20: Stage 2Finalnote2 absences or 10 da
Page 21 and 22: Stage Two InterviewIf at any time d
Page 23: Meetings should be conducted in nor
Page 27 and 28: REFERENCESReferenceAgenda for Chang
Page 29 and 30: APPENDIX 2EQUALITY IMPACT ASSESSMEN
Page 31: APPENDIX 3DISSEMINATION AND TRAININ

Managing Attendance Policy - Halton and St Helens PCT

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