Appendix 9 - Capability Policy– Sickness Absence
Purpose
The purpose of this policy is to outline the approach that will be taken in addressing capability issues that have arisen due to sickness absence.
Whilst it is accepted that employees will be sick from time to time, the Company is concerned when this sickness impedes on the ability of the employee to do their job. This could be because the level of absence means that the employee is missing vital training. Or it could be that the persistent but intermittent pattern of absence makes it difficult for the Company to plan the allocation of work duties.
Probationary Period
This policy applies to employees who have satisfactorily completed their probationary period. Issues arising during the probationary period will be dealt with separately.
Responsibilities Of The Employee
If you are suffering from an illness that is likely to impede your performance at work, you should inform your Manager. If the illness is of a sensitive nature you can opt to speak to a Manager of the same sex.
You are responsible for informing your Manager of any difficulties that you are having in relation to ill health, and informing your Manager of any ways that this might impede attendance or performance at work.
Responsibilities Of The Line Manager
All discussions between you and your manager about your health issues are confidential. If your manager needs to discuss this issue with someone else (like a doctor or a Director) they will talk to you beforehand.
Recording Of Sickness Absence
In accordance with the sickness absence policy, all employees are required to complete a self-certification form or produce a medical note from a doctor when they return to work following a period of absence. Employees will then be required to attend a return to work discussion with their Manager. Any concerns about the level of absence will initially be raised informally by the Manager at a return to work interview. A formal warning will not be issued as part of a return to work interview.
Medical Reports
If your level of sickness absence is seen to be putting too much of a burden on the business or team, we will ask you for permission to seek a medical report. This will either be a request to your doctor, or will be a request for you to attend an appointment with a doctor appointed by the Company.
You will be allowed access to any medical reports in Line with the sickness absence policy.
Medical Suspension
If there are concerns that your health might mean that it is unsafe for you to continue working, you will be suspended on full pay on medical grounds whilst further investigations take place.
If the persistent but intermittent absence makes the allocation of work duties very difficult, the Company might suspend you on full pay whilst discussions about the sickness absence take place.
Home Visits
If you have a persistent period of sickness absence, the Company reserves the right to request to meet with you at your home. This will be arranged at a convenient time for both you and the Manager making the visit.
Re-Allocation Of Work Duties
If you are not able to continue with your work duties due to the sickness that has been identified, all attempts will be made to allocate alternative duties to you. If this is not possible then termination of employment will be considered.
Disability
If you are disabled under the definition of the Equality Act 2010, the employer will make any reasonable adjustments to accommodate you in the workplace.
Persistent And Intermittent Absence
If you are taking a number of persistent and intermittent periods of absence, the Company might decide that disciplinary action is appropriate. This action will only be taken when the medical situation has been investigated, an informal warning has been given and no improvement has been seen.
The process that will be taken for the disciplinary hearing will be that set out in the disciplinary procedure in the Company Handbook.