managing short term absence naw pres slides may 2011
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Managing Short Term Absence
Neil Wilson
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Overview
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Top of the Sick Parade
• Young people• Manual workers• Office workers• Overtime workers• Shift workers• Larger teams/groups• Company sick pay recipients
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Facts and Figures
• See Handout
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The Cost to Your Business
Cost• 10 staff=£6000• 20 staff=£12000• 50 staff=£30000• 100 staff=£60000• 200 staff=£120000• 1000 staff=£600000
Days Lost• 77 days• 154 days• 385 days• 770 days• 1540 days• 7700 days
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Measure the Problem
• Cost your absence• Direct Cost-sick pay, pensions, cost of
cover• Effect on Service Delivery
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Action Point One
Calculate the cost and days lost for
your business
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Common Causes
General• Cold• Flu• Stomach Upset• Stress (Non Manual)
Manual• Back Pain• Musculoskeletal • Home and Family
Beware• Genuine illness• Pregnancy• Disability
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Action Point Two
Work Out The Sickness Profile (Reasons) for Your Business
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Benefits of Managing Absence
• Reduction in Cost• Discourage “Chucking a Sickie”• Better Engagement with Employees
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Set Objectives
• Reduction in % rate• Reduction in Cost• Reduction in Average Days• Line manager/Department Targets
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Action Point Three
Set clear, measurable, achievable targets for your business
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A Policy on Managing Short Term Absence
• Line Manager Involvement • Trigger Levels• Reporting Procedures• Provision of Sick Pay AND Conditions• Return to Work Interviews• Caution Procedure-Separate to
Disciplinary• Employee Engagement
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Action Point Four
Review and Revise OR Introduce Your Absence Management Policy
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Line Manager Involvement
• Large or Small Company-Lack of HR Focus
• Consider Incentives• Empower Managers• Train Managers
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Action Point Five
Involve, Train and Help Line Managers-Do Not Assume They Are
Automatically Skilled to do This
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Trigger Points
• Number of Periods of Absence• Number of Days Off• Bradford Factor
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Reporting Procedures
• Before a Certain Time• Direct Personal Contact via Telephone• Take/Retain Contact Details• Regular Contact “Daily”!• Self Certification • Medical Certificates
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Action Point Six
Review, Revise and IMPLEMENT a New Reporting Procedure
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A Little Help For You
• “I do not employ mummy, daddy, granny, brother, sister, boyfriend, girlfriend so I do not want to speak to them”
• “I do not accept text messages”• I do not believe you have no credit left on your
phone, go and get some or go to a call box”• “I do not believe you were simply too ill to
make a phone call”
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Handling Short Term Absence
Return to work interviews• Enquire into the reason for the absence• Are these consistent with other reliable
evidence?• Address and discuss any doubts• Invite and allow the employee to
explain
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Investigating Short Term Absence
Investigating Further• Any pattern to the absence e.g. same days,
same reasons• Proportion of certified or self certification • Reasons given compared to previous
reasons• Assess previous return to work interview
information• Consider any other evidence that might be
available
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Absence Review Meeting
• More than just a return to work interview• Positive and constructive, help,
encourage and understand• Absence levels present a problem to the
organisation • Explore reasons• Practical steps to reduce • Outcome=agreed improvement plan• Monitor
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Action Point Seven
Train managers on Back to Work Interviews. Do mock interviews,
come on we’ve already heard all the excuses in the book, the training
can be fun
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Cautions
• Frequent absence with good reason not misconduct
• Disability discrimination protection• Informal Procedures• Communicate Expectations/Targets• First Caution• Final Caution • Dismissal • Statutory Procedures • Unauthorised Absence-Discipline
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Employee Engagement
• Consult• Explain Reasons for Policy• Include at Induction• Maintain Contact-this is not harassment• Signed agreement-via handbook receipt
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Action Point Eight
Remove the doubt, signature for the policy
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Personnel Files
• Document Everything• Signed Policy• Notes of Employee Reporting-Note EMPLOYEE,
not GRAN!• Return To Work Interview Notes• Self Certification Forms• Informal Meeting Notes• Cautions• Warning
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Action Point Nine
Record, Record, Record
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Other Helpful Points
• Company Sick Pay (waiting days, particular absence, discretionary, service related)
• Medical Certificates for Short Term-note cost!
• Attendance Bonuses• Additional Holiday Incentives• Influence Key Decisions, Promotion,
Redundancy
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Action Point Ten
Put an action plan in place for your business
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Employment Appeal Tribunal Guidelines
• Fair review by the employer of attendance record and reasons for absence
• Opportunity for employee to make representations
• Appropriate warnings of dismissal if the situation does not improve
• Adherence to the ACAS Code of Practice
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EAT Guidance on Factors Relevant to Employment Tribunal Evidence
• Nature of any illness (if there is one!)• Likelihood of recurring further absence• Length and frequency of absence and periods of
attendance between them• Employers need for the work to be done by a
particular employee• The impact of the absences on other employees• Adoption and exercise of fair and
consistent absence policies and procedures
• Extent to which the problem for the employer has been explained to the employee
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The Employer Support Pack
“Chad law ESP”
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………..why not follow me on twitter at http://twitter.com/#!/SportLawyer
Or on Linkedin athttp://www.linkedin.com/profile/view?id=51933233&trk=tab_pro
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Thank You for Attending