Sickness and attendance policy

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• Sickness and attendance policy

Sickness and attendance policy

1. ABSENCE & SICK LEAVE PAYMENTS
   1. Time off is permitted for maternity, paternity, adoption, and dependency matters.
   2. Apart from Statutory Sick Pay (SSP) at the prevailing rate for over 3 qualifying days absences, subject to eligibility, any payment made to you for periods when you are absent from work for reasons other than the above will be entirely at the discretion of your line manager.
   3. In exercising such discretion, they may consider whether there is any evidence of the system being abused, the level and pattern of absence and the steps taken to hasten a return to work, together with any other factors considered to be relevant.
   4. Prolonged or frequent absence may render you liable to dismissal.
2. RETURN TO WORK
   1. When you return to work after a period of absence in excess of [ ] days , a return-to-work interview will be conducted to ensure you are fully recovered and to help you avoid future absences.
   2. Subject to medical consent, you will be expected to make yourself available for light duties if you are not fit for your ordinary job. The Employer reserves the right to alter your salary to a level commensurate with the duties actually undertaken.
3. EMPLOYEE’S OBLIGATIONS
   1. If you cannot attend work, or expect to be late for work, for any reason then you must let us know as soon as possible.
      • You must phone your line manager by [ ] to let us know of your absence.
      • If you are unable to phone personally, you must ensure that a message is passed to the above on your behalf;
      • Communications by text message are unacceptable;
      • On a day that you report in sick, you will notify as above by the end of the day if you expect to be off work on the next working day (including on-call days) so that work can be re-scheduled;
      • For each day that you can’t work after the first day, that you phone in each day as above unless you have been issued with a medical certificate for a longer period, when you must convey this to the office;
      • If you are sick for more than three consecutive days, you must submit a Self-Certification Form. If your sickness lasts longer than seven consecutive days, you must submit a Medical Certificate signed by your doctor. The certificate should cover all days of illness, not just working days;
      • When you return to work, a return-to-work interview will be conducted where any medication being taken will be noted. Where medication is prescribed, you are also required to fill in amedication notification form.
      • The Employer reserve the right to withdraw employee self-certificated sick leave entitlement where abuse is suspected. Where that right has been withdrawn a doctor’s certificate will be required for any sick leave taken.
4. MEDICAL HISTORY
   1. You must have disclosed to The Employer at the time your employment commenced or as soon as you are aware after this, all and any past or existing medical conditions, which may now, or at any time in the future, affect your ability to perform your duties. If it transpires that you have not disclosed any such conditions, you may, in appropriate circumstances, be liable to summary dismissal for gross misconduct.
   2. The Employer reserves the right to require you to undergo a medical examination by a qualified medical practitioner at The Employer’s expense. You have consented to this requirement and also to the disclosure of the results of that medical in your application for employment. The Employer will treat such results in confidence at all times.
5. CAPABILITY PROCEDURE
   1. Where absences are short term but multiple in nature and the employee’s attendance record is unacceptable, The Employer’s capability procedure may be initiated, which can include the giving of warnings and possibly dismissal. Whether or not such action is taken will in part depend on whether there is an underlying long-term health problem causing the absences or whether the absences are for unconnected reasons.
6. REASONABLE ADJUSTMENTS
   1. The Employer will comply with its obligations to make reasonable adjustments under Equality legislation.
   2. The Employer will, wherever possible, consider all reasonable adjustments which could be made in respect of an employee’s work in order to facilitate their return to work or to assist them after a return to work. Such adjustments may include a reduction in hours, the transfer of certain duties to other employees, physical adjustments, and retraining. Such adjustments may be adopted on a temporary or permanent basis depending on the circumstances of each case.
7. ABSENCE DUE TO PREGNANCY RELATED ILLNESS, ETC
   1. Absences due to pregnancy-related illness, maternity leave and time off for antenatal appointments, paternity leave, parental leave, and other statutory leave will not be taken into account when reviewing an individual’s attendance record. Please see the relevant policies or the HR department for details of time off rights.
8. REPRESENTATION
   1. Employees will be entitled to be accompanied by a trade union representative or a work colleague to any meetings which could result in a formal warning or some other disciplinary action. This will not normally include the attendance reviews described above unless a possible outcome of that meeting is a formal warning or other disciplinary action in which case the employee will be advised in advance so that they can arrange for a companion.