Sickness Absence Management Policy

Sickness Absence Management Policy

Definition

Attendance is a vital factor in providing effective and high quality public services. High levels of attendance at work will contribute to and provide positive assistance in the planning and provision of quality services and high morale among employees.

Somerset County Council and SelworthySchool are committed to minimising sickness absence by monitoring and maintaining good working practice.

This policy adheres to the aims, protocols and guidance as defined in Somerset County Council Sickness and Absence Management Policy.

Principles

To support new policy and legislation in minimising not only pupil absence but staff absence.

To ensure that employees are treated fairly and in a considerate manner in order for them to fully recover from sickness and return to work.

For all staff to feel supported on their return to work and for the management to consider the bigger picture of managing pressure and stress at work, home, health, safety and welfare and equal opportunities.

To offer all staff the confidential, professional advice and support of an outside agency counselling service.

Aims

To keep staff morale high
To be supportive of all staff
To minimise sickness levels
To monitor levels of absence
To hold a return to work interview to show support and value of staff
If necessary to offer the support of the Occupational Health Service
To act in accordance with National and Local Conditions of Service
To inform the County Personnel Officer, Trade Unions and school Governing body as appropriate

Guidance and Procedures

Short term absences are defined as continuous absences of 20 working days (pro–rata for part time employees) or less. In short-term absence, an employee suffers from a series of minor and unconnected illnesses bearing no relation to each other, but which take the employee off work on a frequent but intermittent basis. (The Occupational Health Physician’s opinion is that in a 12 month period, a total of 10-12 working days taken over 3 or 4 separate occasions warrants close scrutiny).

Procedure

Refer to Flow Chart – Dealing with Frequent Intermittent Sickness Absence and Procedures set out in the CountyPolicy for Sickness Absence Management Policy and Procedure. Appendix 11

A long term absence is defined as continuous absences of 21 working days or over (pro-rata for part time employees) or a series of certified absences over a 12 month period. In long term absence, the employee’s illness may result from a long-standing medical condition or it may be due to a sudden severe illness or disabling injury. The employee may be rendered incapable of attending work on one or more long-term bases.

For teachers absent on a long term basis as a result of any term of psychiatric disorder the monitoring mechanism to ensure fitness to return to work set out in DFES Circular 4/99 should be applied.

Procedure

Refer to Flow Chart – Dealing with Long Term Sickness Absence and Procedures set out in the CountyPolicy for Sickness Absence Management Policy and Procedure. Appendix 12

Return to Work Interviews

All staff will have a return to work interview on their return to work by the Headteacher before commencing work.

Interviews will follow County Policy Guidance for Sickness Absence Management Policy and Procedures. Appendix 1A and 1B

N.B. THIS POLICY IS TO BE REVIEWED IN CONJUNCTION WITH

PERFORMANCE MANAGEMENT POLICY

CONTINUING PROFESSIONAL DEVELOPMENT POLICY
STAFF DEVELOPMENT POLICY