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Fully understand the procedure for managing absence to enable you to ensure it is applied fully and fairly in the workplace.

To fully understand how to positively manage absence to enable regular application in the workplace.

Why is it important to Manage absence?

To maintain productivity and deliver customer service. To maintain costs. To ensure consistency and fairness in the treatment of

all employees To provide a concern for employee welfare To ensure safety of the operation To maintain morale of the workforce To establish company standards To encourage attendance rather than discourage absence

List some positive ways in which absence can be managed.

End of year financial incentive Quarterly cards in recognition of good attendance

Personalised momentous with significant period of good attendance

Cumulative attendance record added to pay slip Attendance bonuses Reward points/stamps Team-working Improvement of the work environment Provision of facilities to support attendance Set targets Produce league tables

Commitment at a senior level Balance of rewards/penalties applied consistently and fairly Individuals know their responsibilities when reporting sick Managers/ Supervisors know their responsibilities Individual rights are the primary concern Accurate and verifiable records Measurement of absence trends Acceptance that absence is a fact of life

Return to Work Discussions Records Trigger system Cautions instead of disciplinary!! Request for Medical Notes from Doctor

(non-specific)

What should a return to work discussion include?

Informal, non threatening discussion Enquire about the welfare Establish reason for absence - when the

complaint began Who was the absence reported to How can the company assist Whether work situation is affecting

attendance

15 points - RTWI - advise cause for concern

30 points - RTWI - followed by a caution meeting - verbal caution

50 points RTWI - written caution 80 points RTWI - second written caution 100 points RTWI - possible dismissal

* This is of course aligned to country labour law and employer policies & procedures

Employee

Frequency/Occasion Period/Amount of Days

Calculations Cumulative Trigger Points

Action(employee can refuse!)

1 1 1 x 1 1 Return to Work Interview

1 3 (1 + 1) x (1 + 3) 8 Return to Work Interview

1 5 (1 + 1 + 1) x (1 + 3+ 5) 27 Trigger 1

1 2 (1 + 1 + 1 + 1) x (1 + 3 + 5 + 2) 44 Trigger 2

1 1 (1+1+1+1+1) x (1+3+5+2+1) 60 Trigger 3

1 3 (1+1+1+1+1+1) x (1+3+5+2+1+2) 84 Trigger 4

1 10 (1+1+1+1+1+1) x (1+3+5+2+1+10) 132 Trigger 5

Calculations should include the following types of absence: -

What should a caution discussion include?

Offer accompaniment by another employee Outline roles at the start Outline the attendance issue and the past history Express the company concerns and reason Ask about welfare and whether the situation is likely to improve Seek medical evidence where appropriate Seek commitment to an immediate and sustained improvement If confident that attendance will improve -set monitoring period If after adjournment still have concerns issue caution Consider other actions e.g. redeployment

That absence, despite it’s genuine nature is causing difficulties in the company. Whilst the company will seek to be fair and compassionate in all circumstances, future attendance at this rate renders the employee incapable of fulfilling their

terms and conditions of employment.

Not disciplinary - acts in the same way to warn employees of possible future dismissal.

No of days lost in the period

No of employees

X No of working days in the period

X 100

(Possible Days)

1

No of spells of absence in the periodNo of employees

X 100

No of employees having one or more spells of absence

No of employees

X 100

Mondays Weekly occasions Absence without notification or provision

of certificates Long term absences

Communication to all employees Full guidance on the policy and the

positive aspects of the policy Highlighting the importance of

attendance and why it is a key concern of the business going forward

Issue of approach to new employees

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