Belfast Education and Library Board Governor Training Programme
Managing attendance at work Mark Marshall Elga Logue Employee Relations Human Resources
Managing Attendance at Work Policy Five Board Policy Teachers and non-teachers (CCMS - teachers maintained schools) Managing Attendance at Work Clear Framework Fair Treatment / Consistent Sensitivity Genuine Illness
Managing Attendance at Work Policy Board
aim – to provide high quality education, library and youth service Staff attendance, and staff health and welfare are essential Clear framework for staff attendance Support mechanism for staff Confidential - consistent - fair
Aims Consistent
treatment Procedures for managing attendance Confidentiality of information Attendance culture Staff morale Support for staff- eg.Staff Care Service
Role of principal Inform
staff of procedures Monitor absence levels Maintain contact with employee Conduct absence interviews Maintain appropriate records
Role of principal Provide
support Advise employee of support Discipline employee - misuse of policy Maintain confidentiality Keep governors informed
Role of human resources Employee Welfare Advise on policy Monitor policy – consistent application Medical referral arrangements Provide support – Staff Welfare Officer Independent Counselling Service Job share / career break scheme Special / compassionate leave
Role of employee Follow
reporting procedure Submit documentation promptly Appropriate conduct during absence Maintain regular contact Attend return to work/absence meetings Attend occupational health as required Discipline for misuse of policy
Reporting absence Contact
line manager personally By 9.30 at the latest, or at least one hour before start time State nature of illness, and expected date of return Maintain contact during absence Complete documentation promptly as required – SC1, SC2, medical certs.
Types of absence Short
term
Persistent Long
term
intermittent
Short-term absence Defined
as frequent, minor and usually unconnected illness which cause regular absence from work Important role for Line Manager Use of return to work interview Disciplinary action can lead to dismissal
Persistent intermittent Regular
short and/or long term absences which may or may not result from an underlying medical condition Capability Medical examination/Staff Care Scheme Ill health retirement/disciplinary action
Long-term absence Defined
as illness or injury that is likely to result in an absence from work of 4 weeks or longer or which could result in staff being unable to return to work Medical referral Individual circumstances Ill health retirement procedure
Trigger points More
than 8 casual days More than 3 periods of 3 days or more Continuous absence 4 weeks or more Individual absence rate of 5% or over
Action required by principal
Return-to-work / absence meeting
Formal / informal Welcome back and update Discuss attendance problems Monitor poor attendance Occupational health referral Provide support Action / record of meeting Confidential - consistent - fair
Phases of meeting – “W A R M” Welcome Absence Responsibility Move
on
Medical examinations Contractually obliged to attend Arranged by human resources Occupational Health can seek information from GP or specialist with written consent Outcomes – e.g. fit for work; review at later date; permanently unfit for work Appeal process Failure to return to work - breach of contract
Support
Financial - sick pay scheme Line manager Human resources Staff Welfare Officer Staff Care Services – confidential counselling Occupational Health Service Phased return to work (pay for days worked only)
Governors’ role Check
policy adopted Awareness of policy Maintain communication with principal Monitor fairness / consistency Seek advice and support from human resources as required
Governors’ role: ill health retirement Appeal
process Education Reform Order (NI) 1989 Teacher representation to governors Instruct human resources of decision Advice and support from human resources
Summary
Confidential, consistent and fair Same policy for all staff (CCMS policy) Absence reporting procedures Return to work meetings Support – financial,medical,line manager human resources, welfare, counselling Discipline for misuse of policy Be familiar with policy and procedures Communication
Summary Establish attendance culture Advice and support Consistency & Fairness Read policy and guidance
Partnership
with schools / governors Providing advice and support
Contact point For further information please contact:
Mark Marshall Employee Relations Human Resources
Phone: 02890 564017 E-mail:
[email protected]