Managing Attendance Policy - Halton and St Helens PCT

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eview the case and consider the final decision to terminate the employee’s contract and will beaccompanied by a Human Resources Manager. The purpose of the meeting and the possibleoutcomes must be clearly identified in writing to the individual prior to the meeting. This mustalso include their right to representation.The Dismissing Officer must be satisfied that any reasonable adjustments that are practicalhave been made to accommodate an employee prior to dismissal and that a referral toOccupational Health has been made within the 3 months immediately prior to the meeting date.Contractual notice must be given to any employee who is dismissed on the grounds of ill health.The decision to terminate an employee’s contract of employment must be confirmed in writingas soon as possible after the meetingAppeals ProcedureAn employee may appeal against a formal warning or dismissal using the process set out in theTrust’s Disciplinary Policy for appeals. Any appeals panels convened will mirror the process setout in the Disciplinary Policy.Page 26 of 31
REFERENCESReferenceAgenda for Change Terms and Conditions of ServiceHandbook, Version 2, Updated 21 st July 2008 [accessed10/09/08]Relevance(wholedocument orsection, pleasestate)Whole DocumentEvidenceGradeNationalGuidanceSalaried Primary Dental Care Services (England) Termsand Conditions of Service, January 2008Whole DocumentNationalGuidanceASSOCIATED DOCUMENTATIONThe following related documents are available on the Trust’s Internet and Intranet Sites:Annual Leave PolicyCarer and Special Leave PolicyMaternity Leave PoliceDisciplinary PolicyCapability PolicyInfection Control PolicyGuidance for Managers – Managing and Handling Occupational Health ReferralsGuidance for Managers – Return to Work InterviewsGuidance for Managers – Access to Work ProcessStatement of Fitness for WorkAUDIT AND REVIEWThis policy and the application of the procedures outlined therein will be audited. Sicknessabsence will be reported on, with absence rates also being published at Board Level.Page 27 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 and 24: Meetings should be conducted in nor
Page 25: If the employee is regarded as unsu
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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