Fit For Work Policy And Procedures

Fit For Work Policy And Procedures – 1 EMPLOYEE BENEFITS PROMOTING ATTENDANCE AT WORK Policy Manager Iain McEachan Group Policy Promoting Attendance at Work Workplace Policy Team Established May 2009 Last Updated Policy Review Period December 2012/Expires August 2014 WHEN This policy does not apply/if it does not apply to active medical/dental staff) NOT APPLICABLE PRESSURE 1

2 Promoting Work Attendance Version Control Number Purpose/Author Change Date 1.0 Version Control was introduced in July 2011, and previous versions of this policy prior to this date are available in the Electronic Document Store. George Doherty May Policy Review Iain McEachan December

Fit For Work Policy And Procedures

3 CONTENTS 1 OBJECTIVE AND SCOPE Page 4 2 GENERAL POLICY STATEMENT 4 3 ORGANIZATION Introduction 3.2 Roles and Responsibilities 3.3 Cooperation Forums 3.4 Chief Executives and Directors 3.5 Managers and Supervisors 3.6 Human Resources Management Group 303 Human Resources Management Group 3078 Human Resources Management Division 380 Human Resources Division 3 Human Resources Management 3078. Employee representatives 3.11 Contractual sickness benefits 3.12 NHS Personal Injury Scheme 3.13 Information 3.14 Equal Treatment Act 4 INVOLVEMENT OF MEDICAL AND DENTAL WORKERS Policy Application 4.2 Responsibilities and organizational arrangements Appendix A – Policy List/List NHS Appendices Appendices NHS Appendices1 Promoting Attendance at work Advice for Staff 13 Appendix D Promoting Attendance at work programs 24 3

Forms & Resources

4 SECTION 1: PURPOSE AND SCOPE 1.1 This document provides a framework and guidance for promoting student attendance and managing absenteeism and applies to all staff employed by NHS Tayside. It is designed for employees to understand their work capacity, including the proper management of any health condition at work. 1.2 This and other NHS Tayside policies support the development of healthy, safe and supportive workplaces that contribute to a culture where staff take responsibility for their presence at work. 1.3 Managers are encouraged to support employees from the first day of absence to enable them to recover as quickly as possible. This requires managers and employees to consider the potential benefits of temporary adjustments from the first day of illness. 1.4 NHS Tayside recognizes that in many cases, with some help, staff can be supported to get back on their feet and work can play a role in recovery. 1.5 The senior management committee and all managers and supervisors involved in managing employees will be encouraged to develop the necessary skills to support employees in their recovery from injury, mental health or other illness, including the onset of disability. 1.6 This document should be read in conjunction with NHS Tayside Promoting Attendance at Work Procedures. The document entitled, Encouraging Attendance at Work – Advice for Employees is available to all employees and is available from the Intranet, Human Resources Department or Department Manager. SECTION 2: GENERAL POLICY STATEMENT NHS Tayside is committed to a proactive approach to promoting participation. In partnership, NHS Tayside recognizes the shared responsibility of all NHS Tayside staff to increase attendance. NHS Tayside also recognizes that delivering health policy and maintaining quality service to users and residents of Tayside requires a motivated, flexible and efficient workforce. In line with the requirements of the Partnership Information Network (PIN), national employment conditions and Workforce and Learning Together plans, NHS Tayside will provide training, guidance and support to ensure equal treatment for all staff in relation to attendance at work. NHS Tayside promotes a work-focused approach to tackling absenteeism: this means focusing on what staff can or can do with the right help and support to help them stay at work or return earlier. This approach includes the Fitness for Work Notice (Fit Note) Principles for all sickness absence. NHS Tayside is committed to providing a sensitive, fair and consistent way of promoting work attendance. Please refer to the Work Attendance Promotion document for guidance on the application of this policy. The NHS recognizes Tayside as a prospective employer: a supportive approach to fair treatment management compliance privacy claim 4

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5 A strong response to abuse is absent. Effective programs Programs to deal with medium and long-term disability Access to a confidential counseling or physiotherapy service to help your health Encourage attendance NHS Tayside will: Provide comprehensive training for staff involved in attendance management Introduce family-friendly policies and flexible working methods Expect staff cooperation in tracking programs Implement return-to-work discussions Implement information systems that provide statistics to facilitate monitoring of attendance levels and provide feedback to management and the Collaborative Forum that works to reduce absenteeism record keeping. attending meetings and related meetings that comply with relevant and current laws relating to e.g. health, safety and welfare of workers and the Equality Act act quickly in the medium/long term disability management, carry out a risk assessment before the employee returns to work, deal with the management of absence from work separately from employee conduct policies CHAPTER 3: CHARACTERISTICS 3.1 Introduction Everyone at work all levels you feel. the impact of poor health on going to work. It can have a big impact on how an organization works. This in turn affects the level and quality of service we provide to our patients, clients and customers. NHS Tayside believes that a holistic approach to promoting attendance will benefit staff and the organisation. A number of factors are believed to be responsible for influencing attendance rates, including: – working hours / stress of care work / social responsibilities driving change in jobs lack of cultural safety, health and social care services short term self assurance long sick pay NHS Tayside is committed, working collaboratively to support staff improve their working lives by addressing these and other issues. To do this, NHS Tayside will introduce health awareness programmes, performance management programs and training. However, when the absence from work is not authorized, it will be dealt with in accordance with the applicable regulations. Absenteeism measures will be in line with the Agenda for Change in terms of service. Note the benefits that apply to medical and dental workers (see chapter 4 – Absence from work for medical and dental workers). 5

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6 3.2 Roles and Responsibilities NHS Tayside recognizes the importance and value of promoting healthy mobility and is an integral part of the management with primary responsibility for the implementation of this policy. NHS Tayside therefore encourages and expects the cooperation and involvement of all staff in this process. 3.3 Cooperation Forums It is the responsibility of each Cooperation Forum to monitor the flow of people at work and ensure that any problematic areas are resolved. 3.4 Chief Executives and Managing Directors The Chief Executives and Managing Directors of NHS Tayside have the ultimate responsibility for reducing organizational risk that affects the quality and delivery of services. To do this, they are committed to promoting and creating a healthy workplace through collaboration. However, they will carry out these responsibilities on a daily basis by effectively delegating responsibility to other managers and employees. 3.5 Managers and supervisors Managers and supervisors have day-to-day responsibility for the successful implementation of all aspects of the Work Attendance Promotion Policy, including arrangements – Initiation of risk assessment and training Absence reporting and recording Absence reporting and recording Investigations Returning to work discussions OHSAS Referrals and corrective actions Communicating with absent employees Rehabilitation normal and phased return to work Managers should receive appropriate training that will assist them in the effective and consistent application of this policy. This includes leading scheduled meetings to discuss attendance issues with their employees. Managers are responsible for ensuring that appropriate procedures are in place to ensure full compliance with return-to-work negotiations. Managers are encouraged to support employees from the first day of their absence from work so that they can recover quickly. This requires managers and employees to consider the potential benefit of temporary adjustments from the first day of sick leave. Supervisors may refer employees to OHSAS to assist an employee with a health issue, or have OHSAS provide advice to a supervisor about an employee’s health related to his or her work. Managers should also be aware of other policies available to support staff including; Substance Abuse Policy, Bereavement and Bereavement Policy, Domestic Violence Policy, Single Leave Policy, etc.

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7 3.6 Staff All NHS Tayside staff are obliged to work the hours specified in their contract of employment. Staff must co-operate with NHS Tayside’s systems for attendance management, including communicating with their supervisor when they are absent from work. At any formal stage of this policy, the employee has the right to be represented by a full-time employee or full-time officer of NHS Tayside, a recognized trade union or professional body or to be accompanied by a colleague. Employees are informed of their rights before the formal meeting. The employee also has the right to refer himself to OHSAS for all health related matters. 3.7 Senior management

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