Most sickness is genuine and unauthorised absence may be caused by family commitments or stress. However, these situations are difficult to manage because they are often sudden and unexpected. This leaves some managers feeling unsure about what they can do.
This guide enables you to manage the process to highlight high absence levels with an individual to encourage improvememt, and document their response in a formal framework.
Ultimately if this procedure is followed and no improvements are forthcoming, dismissal will be deemed to be a reasonable outcome.
Preview only. The complete Absence improvement guide text will be displayed below when you purchase either the individual document or the template pack that the document is contained in.
It is recognised by the Company that from time to time staff may require to be absent from their place of work due to illness. The length of time lost by employees through illness must however be monitored to ensure that each member of staff is able to do their job, effectively and without putting themselves or others at risk. It is not the intention of the Company to penalise the genuinely sick, however it must be recognised that an employee who is medically unfit to carry out his/her contractual duties may not be able continue in employment.
Managers will consider cases of sickness absence on an individual basis and ensure the provision of appropriate support, advice and Occupational Health / Company Approved Doctor input where appropriate. However, it is recognised that in some cases, patterns/levels of absence will be unacceptable and formal management action will be required.
Employees who become aware that they have an illness problem are encouraged to inform their manager at the earliest opportunity. All such requests will be dealt with as speedily and compassionately as possible.
On return from absence all employees must be interviewed by their immediate line manager. At this interview the employee and the line manager must complete a Return to work interview form agreeing the reason for the absence, the period of absence and, where appropriate, what course of action is requir
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