Underwood Carpenter Employee Handbook - Latest 02 11 16

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place before your return to work. The purpose of this interview is to risk assess how your return to work may best be accommodated, in light of the advice and recommendations offered. Specifically, consideration is likely to be given to: • A phased return to work ο This would involve a gradual increase in the intensity of work duties or working hours. Please be aware that if you return to work on a phased approach or reduced hours of work, your salary may be reduced on a pro rata basis. • Altered hours ο This could involve working fewer hours or involve a change to the timing of your working hours, for instance if a more flexible working pattern is required to allow for increased rest breaks or to allow for time off to attend necessary treatment that must take place during working hours. Reduced hours will result in a reduction in pay. • Amended duties ο This may involve light duties, different duties or a short term change of role with decreased responsibility. The changes that can be accommodated will be reviewed, taking into account the GP’s recommendations, as well as the business needs at that time. Pay may be adjusted as appropriate to reflect the work / level of duties carried out. • Workplace adaptations ο In some cases adjustments to the workplace may be appropriate. This will be considered on an individual basis, depending on the nature of the adaptations and their cost and practicality. Workplace adaptations could include, for example, arranging for a parking space near to the entrance or moving a workstation to prevent the need to climb stairs. The Company reserves the right to make the final decision regarding the practicalities of implementing any recommendations or suggestions on a fit note taking into account the business needs, knowledge of the role and practicalities. It is recognised that some of the adjustments above may involve taking either a pay reduction due to reduced hours or reduced duties and as such no decision will be taken without your agreement. Please note that any action or decisions made by the Company in response to a fit note are in addition, not in replacement of the normal absence management process, and the Company will continue to manage your absence according to the absence policy. A risk assessment may also be carried out if necessary to give detailed consideration to the risks that you may be exposed to, and how they can best be managed. Statutory Sick Pay Providing the self-certification / Statement of Fitness for Work certificate procedures have been adhered to, SSP is payable for a maximum of 28 weeks. However, there are a small number of people who will not qualify for SSP payments, for example an employee who is on maternity leave. If you are concerned that you have been, or might be, excluded from SSP then you should speak to Finance and HR Manager in the first instance. SSP is not payable in any of the first 3 days of sickness absence. It is paid at the rate applicable for the current tax year. Employee Handbook Issue Date: November 2016 36
Company Sick Pay (CSP) If you are unable to work because of sickness or injury, you may be paid CSP on the following scale provided the rules for notification and certification are followed, and as long as you will be returning to work following your recovery. In any event, all payments are at the absolute discretion of the Directors and there is no contractual entitlement to CSP. Unless agreed otherwise, no CSP is paid in the first three days of absence. The following arrangements apply: Length of service Maximum entitlement to CSP in any rolling 12 month period 26 weeks and under No entitlement More than 26 weeks but Less than 2 years 1 week on full pay More than 2 years but Less than 5 years 2 weeks on full pay 5 years and over 4 weeks on full pay The amount of any Statutory Sick Pay to which you are entitled may be deducted from any CSP payable. The purpose of CSP is to support committed employees who are suffering genuine ill-health problems and are genuinely unable to work. These payments are solely at the discretion of the Directors. Return to Work Interviews Prior to your return to work following any period of sickness absence you may be required to attend a return to work interview with your Line Manager to discuss the details of your absence, risk assess your return to work and ensure compliance with notification procedures etc. Notes from this discussion will be held on your personnel file. Frequent Sickness Absence If you are frequently absent from work for periods of 7 days or less, the Company reserves the right to request a medical report from your GP or arrange an independent medical examination by a Company appointed doctor. The Company also reserves the right to investigate the reasons for absence. Failure to improve may result in disciplinary action being taken, in line with the Persistent Short Term Absence Policy given below. Policy on Dealing with Persistent Short Term Absences This policy has been introduced in order to ensure that all staff are treated fairly and understand the Company’s policy on persistent short-term absence. It is essential that staff, whilst needing time off work when sick or when other personal emergencies occur, must consider the impact of their absence on colleagues and overall business efficiency if they regularly take time off work. Should your Line Manager identify (usually as a result of one or more return-to-work interviews) that an employee’s attendance at work needs to be addressed more formally, then the following procedure will apply: - Wherever possible, prior to the employee being asked to attend a formal meeting to discuss their sickness absence rate, the Manager will collate appropriate information. Such information might include: • All details of the employee’s reasons for absence and length of absences for the previous period (usually 12 months) – self-certification forms and medical certificates and any other medical/doctor’s information (as relevant). Employee Handbook Issue Date: November 2016 37
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Page 7 and 8: Section 1 This section covers non-c
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Page 19 and 20: SPLIT (Shared Parental Leave in Tou
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Page 27 and 28: Gross Misconduct There are certain
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Page 41 and 42: • Users should not leave their la
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Underwood Carpenter Employee Handbook - Latest 02 11 16

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