CITY OF YORK COUNCIL
Attendance Management Policy and
Procedure
ATTENDANCE MANAGEMENT POLICY
1.
Introduction
As an organisation we aim to maximise attendance at work whilst recognising that
employees will from time to time be unable to come to work due to sickness. We will look
to minimise absence due to sickness through early intervention, employee support and
through the promotion of health, safety and well-being initiatives.
This policy and procedure details the Council’s approach to encourage attendance at work
through managing short and long term sickness absence.
Other policies are in place, which deal with absence from work for other reasons such as
Dependant care leave, Special leave and Compassionate leave.
2.
Scope
This policy applies to all City of York Council employees.
It is our policy to ensure that:
As an organisation we are sensitive and supportive to those suffering from the
effects of ill health.
Discussion and constructive dialogue with employees will take place to support and
resolve attendance issues.
Return to work interviews are conducted and recorded appropriately following each
period of sickness absence.
There is a procedure which sets out how employees who are absent from work for
a short or long period of sickness must notify and certificate their absence, which
identifies how sickness absence from work will be managed and ensures
employees are warned of the possible consequences of continuing unsatisfactory
attendance.
Trigger points are established to guide when formal review meetings should take
place, to ensure fair and consistent application.
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Occupational Health services are available and employees may be requested to
consent to be examined by the Occupational Health service and agree to allow the
advisor to provide a medical report to the Council, where reasonably asked to do
so. Similar referrals could be made to the Osteopath Service under the same terms
of the Occupational Health contract.
All sickness absence is accurately recorded identifying the reasons for the
absence.
Records of all absences, discussions, medical certificates and information relating
to an employee’s health are kept confidential and in accordance with the
requirements for special categories of personal data under the General Data
Protection Regulation (2016/679 EU) (GDPR) and Access to Medical Reports Act
1988.
Managers are provided with appropriate training in managing sickness absence
and promoting wellbeing, to support and deal effectively with absence.
Employees have the right to be accompanied by a Trade Union representative or
work colleague at any Formal meeting.
There is an appeals process through which employees can raise concerns about
the application of the Formal stages of the procedure.
Employee’s receive payment in accordance with their pay and conditions of service
during any period of absence, conditional upon complying with the Council’s
procedure for notifying of absence, provision of ongoing medical evidence /
certification and attendance at Occupational Health and Osteopath appointments
when referred.
That employees and managers are aware of their responsibilities in accordance
with the Equalities Act 2010, Health and Safety Act 1974 and other relevant
employment legislation and codes of practice.
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ATTENDANCE MANAGEMENT PROCEDURE
The following procedure applies to all employees of the Council, in accordance with the
Council’s Attendance Management Policy.
1.
Notifying of Sickness Absence
1.1.
An employee must notify the City of York Council’s Absence Line on
01904
809584 if they become unwell whilst at work and need to leave early. Similarly
any illness which may affect the ability to carry out normal duties must be reported
to the City of York Council’s Absence Line on
01904 809584 and to your line
manager.
The City of York Council’s Absence Line is led by trained call handlers and where
required, employees will have access to OH Nurses, who will provide employees
with access to 24/7 medical advice for the early intervention of sickness absences.
1.2.
When an employee is unable to attend work because they are ill or injured, they
are required to follow the reporting procedure set out below:
Notify the City of York Council’s Absence Line on
01904 809584 on the first
day of absence by their normal start time, but no later than one hour after this,
stating the reason for the absence and the possible date of return. Or as per
local reporting procedures where alternatives are in place, such as reporting
absences an hour before normal start times if minimum staffing levels and
cover is required.
In exceptional circumstances only, if you are unable to telephone in person to
report the absence on the first day, arrange for someone else to telephone in
on your behalf. Beyond the first day, you personally have a duty to maintain
regular contact with your line manager.
If the absence is a result of an accident or an injury sustained at work then this
information must be made known during your initial call to the City of York
Council’s Absence Line and when completing the Return to Work Form process
on-line. You must also ensure that the accident/incident has been recorded on
the H&S Portal.
Where the absence continues, as a minimum you must contact your line
manager on the 4th day of absence giving an update on the reasons for the
absence and possible date of return. If the absence continues, you and your
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line manager should agree the frequency for continued contact on a regular
basis and as a minimum, every two weeks.
As soon as a return to work date is known you must inform your line manager,
providing as much notice as is reasonably practical but at least one day’s
notice. If you have been signed off by a GP Fit Note and expect to return to
work on a phased return, you must provide sufficient notice for your manager
to seek medical advice and guidance on the content of the phased return to
work from Occupational Health or the Osteopath.
You must also contact the City of York Council’s Absence Line on
01904
809584 to confirm the details of your return to work.
The City of York Council’s Absence Line will:-
Ask you to confirm your Payroll Number, Post Title, Department and your Line
Manager’s name.
If you have more than one post / contract with The City of York Council, you
must provide details of each post title, department and line manager and
confirm whether you are unfit for work in each of the posts.
Clarify the reasons given for your absence and provide any initial medical
advice, intervention or signposting.
Confirm the absence is actually sickness related and does not fall under a
different leave policy, for example Dependant Care Leave.
Establish how long you expect to be absent.
Ensure that you are aware of the Attendance Management policy & procedure.
Agree further contact required, in line with notifying of absence policy &
procedure.
Confirm if the absence is related to an injury/incident at work and therefore
needs reporting on the H&S Portal.
2.
Certification & Fit Notes
2.1.
Every absence has to be certified to ensure prompt and correct payment of
Occupational (OSP) and Statutory Sick Pay (SSP).
For 1 to 7 calendar days of any absence an employee, on return to work, must
complete the Return To Work on-line process with their line manager.
From the 8th calendar day onwards, including Saturday and Sunday, the
employee must obtain a ‘Statement of Fitness for Work’ (Fit Note) from a
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medical practitioner/hospital. Fit Notes must be sent to the line manager and
they are then scanned and emailed to the HR Business Support for recording
on the employee’s personal file. If you have more than one post / contract with
The City of York Council your Fit Note must confirm your fitness to work in each
post.
Where there is continuing sickness absence the employee must submit to their
line manager on time, concurrent fit notes to cover the whole period of the
absence, including weekends, bank holidays, non-working days and school
holidays.
An Occupational Health report that confirms that an employee is unfit to attend
for work is sufficient to maintain payments of OSP and SSP until a GP’s Fit
Note is received.
2.2
It should be noted that failure to follow the reporting and certification procedures
set out above may lead to the absence from work being considered as
unauthorised absence, resulting in loss of pay and possible disciplinary action.
3.
Sickness during Annual leave
3.1.
Employees who are on annual leave and become sick during that time will be
regarded as being on sick leave from the date a ‘Fit Note’ is provided. In addition
to this note, you should advise the City of York Council’s Absence Line on
01904
809584 as per the notifying of sickness absence procedure detailed above.
3.2.
Employees who have an annual leave entitlement may request to take annual
leave during periods of long term sickness. Any such requests should be made to
your line manager and they will be considered in accordance with the Annual
Leave policy.
4.
Maintaining contact
4.1.
After the initial call to the City of York Council’s Absence Line on ‘Day One’ of the
period of sickness absence, the employee has a duty to keep their line manager
regularly updated on their situation throughout the period of absence. They will
give them as much information as possible about the absence, any treatment that
they have had or are planning to have and any indication of a return to work date.
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This should be done by telephone or as per an alternative agreement with their
line manager.
4.2.
If an absence becomes long term, regular contact must be maintained, the
method and frequency to be agreed between the line manager and employee
dependent upon the circumstances.
5.
Recording & Monitoring sickness absence levels
5.1.
All absences and the reasons for them will be recorded accurately on the
Council’s Payroll system.
5.2.
This information will be used to monitor the Council’s sickness absence levels and
identify any causes for concern.
5.3.
When an employee contacts the City of York Council’s Absence Line on day one
of the absence, the absence will be opened by Business Support on the Payroll
system.
5.4.
When the employee contacts the City of York Council’s Absence Line to confirm
a return to work date, the absence will be closed by Business Support on the
Payroll system.
5.5.
Line managers will maintain contact throughout all absences with their employees
and must monitor sickness absence levels for their team and take any action as
necessary when trigger points are reached and/or where there are concerns
about an employee’s absence levels.
6.
Return to Work
6.1.
Following all periods of sickness absence a return to work interview will be held
with the employee
by their line manager. This will ideally be held on the first day
of the return to work but must be held within three calendar days of the return to
work.
6.2.
The purpose of the meeting is to:
Discuss the reasons for the absence and ensure the member of staff is fit to
return to work. Records of all absences, discussions and medical certificates
will be kept confidential.
Check that the necessary certification has been completed and provided.
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Discuss the details of the return to work, based on any advice given by a GP
in the Statement of Fitness for Work.
Explore the need for specific support or workplace adjustments and where
appropriate consider a referral to Occupational Health for advice.
Establish if the sickness is work-related and whether there are any health and
safety issues or work related factors that need to be addressed.
Provide an update on workplace developments including how the work has
been covered in their absence and how the workload can be organised to
accommodate any backlog.
Clarify expected standards of attendance including absence triggers and
possible consequences where standards are not met.
As appropriate identify and raise any concerns regarding absence levels and
triggers and consequences where standards are not met.
It is worth noting that the date that the employee reports that they were fit to
return to work may be prior to their next working day. For example if an
employee works Monday, Tuesday and Wednesday and report sick for those
3 days, they may report themselves as being fit for work on the Thursday.
6.3.
The return to work interview should be recorded by the line manager on the Return
To Work on-line system.
7.
Underlying Personal Circumstances
7.1.
Should it be established that the employee’s sickness is related to their personal
or domestic life, the employee will be made aware of the services and support
that can be provided through the Council and Occupational Health’s counselling
service, the Employee Assistance Programme (EAP).
8.
Occupational Health Referrals
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8.1.
It may be necessary to refer an employee to Occupational Health to:-
determine an employee’s fitness for carrying out their job;
determine whether the employee is fit to return to work after a period of
sickness absence, or when this might be the case;
prevent discrimination against employees on the grounds of disability or assess
the need to make reasonable adjustments to the working environment; or
prevent a significant risk to the health and safety of the worker, or others;
comply with other legal obligations;
Obtaining a medical report on an employee involves processing an employees
personal data under the General Data Protection Regulation (2016/679 EU)
(GDPR).
8.2.
As part of an employee’s conditions of employment, all employees are required
to attend an Occupational Health or Osteopath appointment when requested.
Where an employee is unable to attend a particular appointment they must let
their manager know immediately so that alternative arrangements can be made.
8.3.
Where an absence lasts for four weeks or is expected to, the employee will
normally be referred to Occupational Health.
8.4.
Where a referral to Occupational Health is made, the manager will complete an
online Occupational Health referral form ensuring that as much relevant
information as possible is given to the Occupational Health provider. All referrals
and the reasons for them will be made in consultation with the employee who
will be made aware of the content of the referral prior to appointment.
Occupational Health will determine the appropriate form of assessment, be it by
telephone consultation or a face to face appointment with an occupational health
advisor or physician.
8.5.
Appointment times for which are notified via the employees line manager. Where
an employee is unable to attend an appointment, they must contact their
manager at the earliest opportunity to discuss the reasons and ensure the
appointment is re-arranged.
8.6.
If an employee refuses or fails to attend an interview with Occupational Health
or does not provide their consent for a medical report to be obtained from their
GP, their entitlement to OSP and SSP may be suspended. Failure to attend the
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Occupational Health service on a second occasion will lead to an investigation
into the reasons and disciplinary action may be taken.
8.7.
In addition the Council will proceed to hold appropriate review meetings and
make decisions regarding the employees’ absence without the benefit of medical
advice.
9.
Disability
9.1.
An employee is classed as disabled under the Equality Act 2010 if they have a
physical or mental impairment that has a ‘Substantial’ and ‘Long-term’ negative
effect on their ability to do normal daily activities.
9.2.
‘Substantial’ is more than minor or trivial, eg it takes much longer than it usually
would to complete a daily task like getting dressed.
9.3.
‘Long-term’ means 12 months or more, eg a breathing condition that develops as
a result of a lung infection.
9.4.
In such cases ‘reasonable adjustments’ will be considered and provided to help
support and maintain the employee’s employment.
9.5.
The type of adjustment provided to support a disability will vary on a case by case
basis depending on the medical condition or impairment identified and
suggestions made by Occupational Health and / or the employee could include:
Changes to the workload, work practices or work pattern environment, either
as part of phasing the employee back to work or on a permanent basis.
Provision of physical adaptations or aids.
Other additional support identified e.g. counselling.
Exploring flexible working opportunities.
A variation to a formal review period.
Additional time off for a reason directly related to their disability.
More generous and flexible trigger points for absences relating to the specific
disability.
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9.6.
The Council aims to support disabled people in a positive and proactive way to
eliminate and avoid any discrimination and disadvantage.
10.
Management of Sickness Absence
10.1.
Where absence levels become a cause for concern, due to trigger points being
reached, this procedure must be invoked to ensure a fair and consistent approach
to the management of sickness absence.
10.2.
The Council recognises that there are many different types of absence which can
be generally categorised as:
Short Term Absences
Defined as an episode which does not exceed 4 calendar weeks (i.e. repeated
days of full or partial absence, frequent or persistent in nature);
Long Term Absences
Defined as a continuous absence of four calendar weeks or more.
10.3.
This procedure applies to all types of sickness absences.
11.
Trigger points
11.1.
During every return to work interview the overall levels of absence should be
assessed. If it is determined that one of the trigger points below has been reached
then either an informal or formal review meeting should be arranged as detailed
below. The triggers are:
Three periods of absence in a rolling three month period.
Four periods of absence in a rolling six month period.
10 or more working days in a twelve month period or pro-rata for part-time
employees and those on compressed hours or other flexible working
arrangements. The 10 days is based on a full-time employee working 37 hours
per week equally over 5 days from Monday to Friday. For a part-time employee
who only works Monday and Tuesday the pro-rata trigger is 4 working days, so
2/5ths of the 10 working days trigger.
A trend of an unacceptable pattern of absence e.g. regular Mondays / Fridays.
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A period of continuous absence lasting 4 weeks or more.
12.
Exceptions to the trigger point system
12.1.
Absences due to pregnancy or related illness will be discounted when calculating
the levels of attendance for the purposes of taking action under this procedure.
12.2.
Absences due to disability related illnesses are recorded. However managers will,
when considering sickness absence in relation to disabled employees, consider
appropriate ‘reasonable adjustments’. One adjustment maybe to accept some
level of absence from work for absences connected with the disability only.
Managers should seek advice from Human Resources in all instances when you
are considering these adjustments.
13.
Review Meetings and Stages
13.1.
There are four stages to the sickness absence procedure, as noted below:
Informal Meeting.
First Formal Review meeting.
Second Formal Review meeting.
Final Formal Review meeting.
13.2.
The purpose of the review meeting is to investigate the reasons for the absence,
identify support to facilitate a sustained improvement in attendance, or where a
return to work is not foreseeable consider what other action can be taken.
13.3.
Once a meeting has taken place and the evidence considered, the manager may
issue a warning to improve attendance and agree a timescale for improvement.
Alternatively, mitigating factors may make it inappropriate to issue a warning and
to instead extend a current warning.
13.4.
A formal warning is live for a specified period during which the employees
absence will be monitored. If the employee fails to attain the improvements in
attendance set or they hit a further trigger at any point during the warning period,
the manager will progress to the next stage in the absence management
procedure. They will not wait until the end of the warning period to take action. A
warning will cease to be ‘live’ for the periods detailed in the summary table below,
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however the warning will remain on the employees personal file as a record of
their employment history.
Stages
Review Meeting Convened Held By?
Potential
Appeal
When?
Warning And Its Held By?
Length
Informal
A trigger point is reached / as Line Manager Informal Warning No right of
Meeting
part of the return to work
to be noted on appeal
interview.
Self
Certificate against an
(Return To Work) Informal
form.
Warning.
First
Another
trigger
point
is Line Manager First
Formal Line
Formal
reached and/ or there has or nominated Warning
lasting Manager’s
Review
been
no
significant manager by 12 months.
or Hearing
Chief Officer.
Manager’s
improvement in attendance
Requires 7
Letter confirming Manager.
calendar
following
the
informal
outcome
sent
days
warning,
or
where
the
within 7 calendar
notice
of absence continues for more
days.
the
than four weeks and there is
meeting.
no sign of a return to work.
Second
Further trigger point has been Line Manager Final
Formal Line
Formal
reached and/ or there has or nominated Warning
issued Manager’s
Review
been
no
significant manager by lasting 12 months or Hearing
Chief Officer.
Manager’s
improvement in attendance at
Requires 7
Letter confirming Manager.
calendar
any point during the 12 month
outcome
sent
days
review period following a First
within 7 calendar
notice
of Formal Warning.
days.
meeting
.
A return to work cannot be
foreseen or is not sustained in
the agreed timescales.
Final
No significant improvement in Chief Officer Dismissal (or )
Appeals
Formal
attendance at any point during or nominated Extension to a against
Review
the 12 month review period Head
of ‘final warning’ and dismissal
service
by or
Ill
health are
heard
following a Second Formal
Requires
Chief Officer.
retirement
in by
the
14
Warning.
cases
of Corporate
calendar
A return to work cannot be Chair of 2nd permanent
Appeals
days
foreseen or is not sustained in Formal
incapacity
Committee
notice
of the agreed timescales.
Review
Comprising
meeting.
Where options to enable the Meeting
Letter confirming of 3 elected
employee
to
remain
in presents the outcome
sent members.
management
within 7 calendar Appeals
employment
are
either case.
days.
against
unreasonable, inappropriate
warning
or have been unsuccessful.
extensions
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are
heard
by the Line
Manager or
Hearing
Manager’s
Manager.
14.
Formal Review Meetings
14.1.
Formal review meetings will normally take place sequentially in stages after an
informal discussion or the Return to Work Interviews have failed to attain the
improvements in attendance required or a further trigger has been reached.
First Formal Review.
Second Formal Review.
Final Formal Review.
14.2.
The exception to this is when managing long term sickness, please see Section
17 below.
14.3.
Before a Formal Review Meeting is convened, medical advice/opinion on the
employee’s health issues will, in most cases, be sought through a referral to
Occupational Health or the Osteopath Service.
14.4.
An employee must be referred to Occupational Health for an up to date
Occupational Health report prior to any review meeting that considers
termination of employment.
14.5.
Review meetings will be held by the employee’s line manager except for final
review meetings which will be held by a Chief Officer as per the summary table
above. In all cases a Chief Officer can nominate another manager to carry out
the review as business needs dictate.
14.6.
The employee will be invited to attend the review meeting, informing them of the
reasons for the meeting and of their right to be accompanied by a workplace
colleague or trade union representative.
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14.7.
The employee will be provided with:
Advance notice of the meeting. A minimum of 7 calendar days notice for a first
and second review meeting and 14 calendar days for a final review meeting.
A letter which sets out the date, time, venue, reasons why the meeting is taking
place and possible outcomes.
The right to be accompanied by a Trade Union representative or work
colleague.
14.8.
Where an employee or their chosen representative is not available at the
scheduled time an alternative meeting will be re-arranged within 7 calendar days
of the original meeting.
15.
At the meeting
15.1.
The manager holding the review will explain the reasons why the meeting has
been arranged, detailing absence issues and the investigatory action undertaken
to date e.g. the return to work interview, medical advice obtained through
Occupational Health/Osteopath and or statements of fitness received.
15.2.
The employee and their representative will be given the opportunity to respond
and discuss the current situation regarding their absence.
15.3.
The meeting will be adjourned whilst the line manager decides what action is
appropriate. The employee will then be informed as to what, if any, action will be
taken, such as warnings issued, targets to improve attendance and the
implications of hitting further trigger points.
15.4.
A representative from the HR Department may be present at any stage of the
formal procedure.
15.5.
The employee will receive written confirmation of the outcome of the formal review
meeting within 7 calendar days of the meeting taking place. This will include the
level of any warning issued to improve attendance, how attendance is expected
to improve and any other remedial action/support agreed. Where a warning is
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issued, the right of appeal against the warning will be stated with details of how
this can be raised. If further information is required before a final decision can be
made, the outcome letter may be issued later than the 7 days outlined above.
15.6.
A copy of all documentation relating to the review meeting will scanned and
emailed to Business Support be put on the employee’s personal file.
16.
Final Formal Review Meeting
16.1.
Where there are continuing concerns regarding short term absences and previous
warnings have been given, or where in the case of long term absence, options to
enable the employee to remain in employment are either unreasonable,
inappropriate or have been unsuccessful the employee will be asked to attend a
Final Review Meeting.
16.2.
The purpose of a Final Review Meeting is to consider whether there are any
further actions that the Council can take to assist the employee in continuing their
employment or whether employment should be ended due to the employee’s
incapability to undertake their duties effectively because of ill health.
16.3.
A Chief Officer or nominated Head of Service, advised by a member of the Human
Resources department, will hear the final review.
16.4.
Others involved in the employees’ case such as the manager will also be asked
to provide information on what action has been taken.
16.5.
When reaching a decision on whether or not to end an employee’s employment,
the Hearing Manager will consider issues such as:
The employees complete absence record.
What actions have been taken to attempt to enable the employee to continue
in employment.
The warnings received.
The medical advice received.
A recommendation for ill health retirement and whether the employee is a
member of LGPS and fulfils the criteria to access the pension scheme.
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The impact of the employees’ absence and ill health on other employees and
service delivery.
The ongoing costs of providing cover for the employee.
Any other relevant information presented by the employee and their individual
circumstances.
16.6.
This list is not exhaustive and the weight attached to each will depend upon the
circumstances of the case, whilst balancing the needs of the employee and the
Council.
16.7.
Where it is decided that rather than dismissal, further action is an appropriate
sanction the Hearing Manager may extend the ‘final warning’ for up to a further
one year period advising that dismissal may arise if there is not a sustained
improvement in attendance or a return to work.
16.8.
The employee will be informed of the decision in writing within 7 calendar days of
the meeting. Where a decision to dismiss is made, the letter will inform the
employee of notice of termination of employment and their right of appeal.
16.9.
If the Final Formal Review Meeting is considering short term sickness triggers and
the decision is taken to dismiss the employee, the dismissal is enacted with
immediate effect and notice paid in lieu, based on their contractual notice.
16.10. If the Final Formal Review Meeting is considering long term sickness absence
and the employee is permanently unfit for their substantive post and any other
post in the Council and the decision is taken to dismiss the employee, the
dismissal is enacted with immediate effect and notice paid in lieu, based on their
contractual notice.
16.11. If the Final Formal Review Meeting is considering long term sickness absence
and the employee is permanently unfit for their substantive post but may be fit
enough to consider redeployment opportunities and the decision is taken to
dismiss the employee, the employee is issued with contractual notice of dismissal,
during which time redeployment will be considered. Employees should be placed
back on full pay for their period of notice, if their pay has reduced.
17.
Long Term Sickness
17.1.
Whilst the procedure remains the same as managing absence for short term
sickness, it is recognised that in the case of long term sickness not all stages in
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the procedure may be needed and the procedure can be entered at any level.
This will be dependent upon the individual employee’s circumstances. As part of
the formal review process, a meeting will be arranged to discuss the likely date of
a return to work and what duties if any the employee could undertake. The review
meeting will:
Establish the likely duration of the sickness absence and an indication of when
the employee will be able to return to work and/or the anticipated next steps in
their treatment.
Consider medical, Occupational Health or other external advice.
Review actions or reasonable adjustments that can be taken to support a return
to work.
Explore why the employee has been unable to return to work or alternatively
not perform to the new arrangements that may have previously been agreed.
Establish if retirement on the grounds of ill health may be a consideration. This
only applies to employees in the Local Government Pension Scheme.
Provide information to keep the employee updated on what is happening at
work during their absence.
Provide an update on the employee’s status of pay. The Human Resources
Business Centre can provide you with this information.
17.2.
In limited circumstances and providing that all the consultation stages are
documented and a final Occupational Health report supports dismissal, it maybe
appropriate to only implement the First and Final Formal Review stages of the
procedure. For example where ill health retirement with full acceptance by the
employee is the likely outcome. Managers must seek the advice of the Human
Resources department in these circumstances.
18.
Right of Appeal against Formal Action
18.1.
An employee has the right to appeal against any formal warning or dismissal on
the grounds of ill health/attendance.
18.2.
In order to exercise this right, the employee must write to the manager who made
the decision within 14 calendar days of receipt of the letter/notice of termination
of employment. In their letter the employee must state their grounds of appeal.
Revision Number
3
Date of Issue
Reviewed and updated September 2019
Page
Page 18 of 19
18.3.
The council will arrange for the appeal to be held following receipt of the
employee’s appeal letter. Details of who hears an appeal is outlined in the table
on pages 13-14.
18.4.
The employee has the right to be represented at an appeal by a Trade Union
representative or work colleague.
18.5.
During the appeal hearing, the Council and the employee and/or their
representative will have the opportunity to state their case and provide any
documentary evidence.
18.6.
The Chief Officer will communicate their decision in writing, within 7 calendar days
of holding the appeal. The decision of the appeal is final within the Council’s
internal procedures.
Revision Number
3
Date of Issue
Reviewed and updated September 2019
Page
Page 19 of 19