Managing Attendance Policy - Halton and St Helens PCT

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ATTENDANCE STANDARDSThe Trust promotes values, behaviours and working practices which recognise the differencesbetween people and thereby enhance staff motivation and performance to release potential,delivering improved services to customers.The Trust is committed to eliminating discrimination within all areas of the employmentrelationship (including job applicants) and to encourage and promote diversity. The Trustrecognises the right of all employees to be treated fairly, consistently and considerately and willensure that its policies and procedures demonstrate commitment to equality and fairness for all.The Trust aims to ensure that its workforce composition is truly representative of the localcommunity. It will also ensure that it has a culture that values equality and diversity andrecognises that diversity adds value through enabling the Trust to provide responsive andquality services to all patients and clients.Whilst taking a supportive approach with all absence cases, it must be recognised thatcontinued absence from work may ultimately result in the termination of employment.DefinitionDefinitionShort-term absenceLong term absenceUnacceptable patternsTrigger Standard3 absences or 10 days sick leave in arolling 12 month period4 weeks (28 days) consecutive absence ormore in a rolling 12 month periode.g. regular Friday or Monday’sThe standards above would be applied whether or not absences have been covered by amedical certificate.Procedure for Notification of Sickness AbsenceAny employee who is not fit to attend work must do the following:Make contact with their Line Manager/Supervisor, before the shift/work starts ifpossible, so cover can be arranged if appropriate. Where it is not possible to makecontact before the shift/work starts, contact should be made no later than 30 minutesafter their expected start time on the first day of absence. In exceptionalcircumstances (e.g. unexpected hospitalisation) it would be acceptable for a familymember to contact Line Manager / Supervisor on their behalf.If Line Manager / Supervisor is not available then they should contact the next level ofmanagement, ultimately the Service Director is necessary.Page 8 of 31
When calling, employees should state the reason for their absence and when theyexpect to return to work.Messages should only be left with other team members if it is not possible to speakwith your Line Manager. It is not acceptable to e-mail or text an absence notification.Employees should agree with their Line Manager when notifying of absence howregular contact will be maintained, and that they will notify their Line Manager of theirreturn date.If an absence lasts longer than 3 calendar days (this includes weekends and BankHolidays) then a “self-certification” form should be completed. These are available onthe Trust intranet and from GP Surgeries and Benefit Offices; alternatively you canaccess this at www.hmrc.gov.uk/forms/sc2.pdf. It is the employee’s responsibility tocomplete this form and return it to their Line Manager within 2 working days from thedate of issue.If an absence lasts longer than 7 calendar days (including weekends and BankHolidays) then a Fit Note from a GP or hospital must be obtained. The Fit Note mustbe sent to the Line Manager within 2 working days from the date of issue from theGP.It is the employee’s responsibility to ensure their absence is accurately notified inorder to maintain sick pay as appropriate.Staff will need to ensure their Fitness for Work Note covers their period of absence,and therefore must ensure that certificates follow concurrently.The Fitness for Work Note will detail whether a further assessment on fitness to workis needed at the end of the stated periodIf absence is due to an injury or disease caused by work then staff must ensure theyreport this as soon as known to their Line Manager in order that appropriate adviceand forms can be completed.Staff will not be entitled to an additional day off if sick on a statutory holiday.Breaches of the ‘Managing Attendance’ Policy will be dealt with under the Disciplinary Policy,and could result in disciplinary action.Conduct during Sickness AbsenceIn all cases of sickness or injury that necessitate taking time off work, it is expected that staff willdo their utmost to facilitate their return to fitness and to work. In this regard, staff are expectedto act sensibly and honestly. The Trust would not, in normal circumstances expect an employeewho is absent from work due to sickness or injury to: Participate in any sports, hobbies, social activities etc, which are in any wayinconsistent with their stated illness or injury or which could aggravate the illness orinjury or which could delay or impede recovery Undertake any other employment whether paid or unpaid. A breach of any of the above could be deemed to be gross misconduct and may leadto dismissal under the Disciplinary Procedure.Page 9 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: Ensure Line Managers are trained ap
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 and 26: If the employee is regarded as unsu
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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