Absence from Work
As part of its duty of care to staff, the College has put in place procedures to manage sickness absence.
Staff are expected to maintain a satisfactory record of attendance. However the College aims to balance the sensitive nature of individual sickness and ill health against its needs to achieve its objectives. The College aims to assist employees to retain or regain good health.
This Policy Explains
Contractual sick pay terms and its relationship with statutory sick pay
The procedure employees must follow when taking time off sick
Documentation required for certification of absence
Provisions in place on return to work
Procedures for reviewing absence
Sickness during booked leave entitlement
Where certified sickness coincides with booked leave entitlement the College will not normally count this as sick leave unless prior notice to cancel booked leave is given.
A more formal review will be triggered by periods of absence after a single period of 10 days or more or for separate periods which, in any period of 12 months, exceed 10 days.
The interview will aim to:
- Identify the frequency and reason for the absence and ensure that the employee is aware that the absence record is giving cause for concern.
- Advise the employee to seek proper medical attention if there is any underlying medical problem.
- Inform the employee that the persistent short term absences are unacceptable.
- Give consideration to the employee’s personal problems.
- Agree a reasonable period of time over which the employee’s attendance can be assessed.
Procedures for Review of Long Term Absence
Long term sickness may be defined as more than four weeks’ continuous time off due to ill health
Regular contact with the employee should be maintained to show interest and concern and enquire about prospects for a return to work.
The College reserves the right to ask employees to complete a medical records consent form to request a medical report from the employee’s GP.
If permissions are in place, and in the event that it is unclear when the employee will be fit to return to work, normally the case should be referred to an occupational health or medical advisor and a report (made available to the employee if requested) provided to managementindicating:
- The likely date of any return to work
- Any “reasonable adjustment” required to assist the employee with a disability.
- Whether the employee is likely to be able to fulfil his or her current job requirements in the future.
- Whether re-deployment should be considered.