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her caution. Sickness & Attendance Policy and Procedure 9 record. 18 Representation Employees will be entitled to be accompanied by a trade union or employee representative or a work colleague to any meetings which could result in a formal warning or some otDepending on the relevant circumstances such leave may be paid or unpaid. For the avoidance of doubt, compassionate leave will not normally be included for review purposes on an employee's attendance loyee's line manager] for appropriate reasons in accordance with the relevant guidelines on bereavements, domestic emergency leave, Sickness & Attendance Policy and Procedure 8 parental leave etc. e's attendance record and is likely to be dealt with within the Company's dismissal and disciplinary procedure. 17 Compassionate leave Compassionate leave may be granted at the discretion of [an empnce Unauthorised absence, for example leaving the Company's premises without permission or failing to comply with the Company's notification and certification procedures will be recorded on an employetime. Lateness which is not associated with short term frequent absences will be investigated and managed through the Company's dismissal and disciplinary procedure. 15.2 15.3 16 Unauthorised absethin the attendance review procedure and, where appropriate, the Company's dismissal and disciplinary procedure. Lateness for the purposes of this procedure shall mean 5 minutes or more after the due g. 15 Lateness 15.1 Lateness (i.e. failure to attend work at agreed times), where associated with short-term frequent absences, will be included within an employee's attendance record and managed winatal appointments, will not be taken into account when reviewing an individual's attendance record. In addition, maternity leave will not be classed as absence for the purpose of attendance monitorinll be managed considerately and in accordance with employment legislation and the Company's maternity policy. Pregnancy-related absences during the pregnancy and maternity leave, and time off for antecarried out in accordance with the Company's dismissal and disciplinary procedure. In such circumstances pay may be given in lieu of notice. 14 Specific absences Where an employee is pregnant she wice record does not improve, the employee's employment may be terminated on the grounds of capability or conduct or some other substantial reason depending on the circumstances of the case and will be able, the employee will be interviewed and may be issued with a formal warning that if his attendance record does not improve then dismissal may result. If, after such warning, the employee's attendanstances pay may be given in lieu of notice. Sickness & Attendance Policy and Procedure 7 13.2 Where absences are of a short term or multiple nature and the employee's attendance record is unacceptollowing a period of consultation. Such termination will usually be on the grounds of capability and will be carried out according to the Company's dismissal and disciplinary procedure. In such circuman employee is not capable of returning to his job due to ill health even if reasonable adjustments are made, and no suitable alternative employment can be found, notice of termination may be issued f new positions for this purpose. If an employee is to return to work in an alternative role revised terms and conditions will be agreed with him before such return. 12.2 13 Incapability 13.1 Where ssistance of [the personnel department] and advice from an occupational health physician where appropriate, consider suitable alternative employment, although the Company will not be obliged to create temporary or permanent basis depending on the circumstances of each case. 11.2 12 Alternative employment 12.1 If an employee is unable to return to his own job, [his line manager] will, with the ate their return to work. Such adjustments may include a reduction in hours, the transfer of certain duties to other employees, physical adjustments and retraining. Such adjustments may be adopted on astments under the Disability Discrimination Act 1995. The Company will, wherever possible, consider all reasonable adjustments which could be made in respect of an employee's work in order to facilitaisciplinary procedure] will not, however, normally be used in cases of long-term sickness absence. 11 Reasonable adjustments 11.1 The Company will comply with its obligations to make reasonable adjuer] has serious concerns about the level or pattern of absence he may, following a return to work meeting, deal with it under the Company's [dismissal and disciplinary procedure]. The [dismissal and d accompanied to any such guidance meeting by a trade union or employee representative or a work colleague. The employee will also have the opportunity to make representations. 10.4 Where [a line managned about the level or pattern of absence he may conduct an informal guidance meeting with 10.2 10.3 Sickness & Attendance Policy and Procedure 6 the employee. The employee will be entitled to be(or) a period of continuous sickness of [7] days or more] [his or her line manager] will conduct a return to work interview [within 3 days of the first day of return]. Where [a line manager] is concer. Where an employee's general practitioner advises that an employee is not fit to return to work he will not be permitted to return. When an employee returns to work following [any period of sickness eturn to work 10.1 Where an employee wishes to return to work prior to the date noted on a medical certificate he must obtain a signing-off note from his general practitioner before attending for workrmation from the employee's general practitioner and/or consultants. If this is necessary such information shall be obtained in accordance with the Access to Medical Reports Act 1988. 9.2 9.3 10 Royee's return to work. Occupational health examinations will usually be considered and arranged once the employee has been absent for over [4] weeks. Occupational health staff may seek additional info medical condition of the employee and the causes of such condition, to obtain an accurate prognosis and to obtain advice upon what, if any, reasonable adjustments could be made to facilitate the empl9 Medical examination 9.1 The Company may require an employee to undergo a medical examination by an occupational health practitioner at any time. The purpose of such examination is to understand theolleague). 8.2 Attendance reviews along the lines outlined above may also be conducted where the employee's absence is of less than [4] weeks' duration if the absence is causing the Company concern. line manager] and may involve [a personnel department representative], where appropriate. The employee may be accompanied to any review (usually by an employee or trade union representative or work cny reasonable adjustments which could be made with regard to the employee's work. The review will also assist [the line manager] with forward planning. They will usually be conducted by [the immediated will be the likelihood of an improvement in health and subsequent attendance, the availability of alternative work, the effect of past and future absences on the organisation and whether there are aand to ensure that the Company has an up-to-date understanding of the latest medical situation and prognosis. The specific issues that will be Sickness & Attendance Policy and Procedure 5 considereany's premises although reviews may be conducted at the employee's home (with the employee's consent). The purpose of such reviews will be to ensure that the employee is receiving appropriate support weeks' duration: whilst this will usually be for continuous absences, reviews may be appropriate where the duration is of a cumulative nature. These will usually involve the employee visiting the Compken by the end of the holiday year will be lost. 8 Attendance monitoring 8.1 [The immediate line manager] will conduct regular attendance reviews with an absent employee where his absence is over [4] he normal way. Sickness benefit will not be paid during any holiday that is taken. 7.2 The normal restrictions on carrying over holiday entitlement will apply. As such, any holiday accrued but not taring any period of sickness absence in accordance with the Working Time Regulations 1998. Any holidays that are taken whilst an individual is on long term sickness should be booked and authorised in tund shall be no more than the amount which the employee has recovered in respect of the sick pay which the employee has received. 6.2.5.2 6.2.5.3 7 Holidays 7.1 Holidays will continue to accrue dution concerning the above matters as it shall reasonably require; and if the Company so requires, refund to it any amount that the employee has received from any such third party provided that the refo: 6.2.5.1 notify the Company immediately of all the relevant circumstances and of any claim, compromise, settlement or judgment made or awarded in connection with it; give to the Company such informater the first 7 days. 6.2.5 If the employee's ill health or injury is the result of an accident caused by a third party in respect of which damages are recoverable then the employee will be required tnce of incapacity, namely a self certificate for periods of 4 to 7 days and a 6.2.2 6.2.3 6.2.4 6.2.4.2 6.2.4.3 Sickness & Attendance Policy and Procedure 4 doctor's certificate for periods afickness (which may include Sundays and holidays) during which the employee is too ill to be capable of doing his or her work; notify the employee's absence to [the relevant line manager]; supply evidell only be paid on days on which the employee would normally be working. The principle requirements in order to qualify for SSP are that the employee must: 6.2.4.1 have 4 or more consecutive days of sdepending on the employee's normal weekly earnings and the rate prescribed by the then current regulations. The employee will only receive SSP when there is a period of 4 or more days sickness. SSP wiive statutory sick pay (`SSP') for a maximum of 28 weeks in any 3-year period in accordance with the current regulations. SSP is not payable for the first 3 qualifying days. The rate of SSP will vary e amount which he has recovered in respect of the sick pay which he has received. 6.1.4.2 6.1.4.3 6.2 Statutory sick pay 6.2.1 Subject to certain exceptions, all employees will be entitled to recehe Company shall reasonably require; and if the Company so requires, refund to the Company any amount received by him or her from any such third party provided that the refund shall be no more than thely of all the relevant circumstances and of any claim, compromise, settlement or judgment made or awarded in connection with it; give to the Company such information concerning the above matters as t.1.4 If an employee's ill health or injury is the result of an accident caused by a third party in respect of which damages are recoverable then the employee shall: 6.1.4.1 notify the Company immediatany kind; if the employee has failed to comply with the Company certification and/or notification procedures. 6.1.2 6.1.3 6.1.3.2 6.1.3.3 6.1.3.4 Sickness & Attendance Policy and Procedure 3 6 actions or other malpractice; if the ill health or injury is self-inflicted or is incurred as a result of participation in either a dangerous sporting activity or in a professional sporting event of believe that an employee is fit to work or is making misrepresentations with regard to his ability to work; if an employees' ill health is caused by the misuse of alcohol, illegal substances, criminald in cases of undue, frequent or repeated absence during periods of sickness.] The payment of sick pay may be withheld in the following circumstances: 6.1.3.1 if the Company has reasonable grounds to other local arrangements in respect of absence are outlined in individual employment contracts. Any payments are subject to the appropriate procedure being followed. These arrangements may be reviewewithin [2] working days of issue. Where days of absence span a weekend, the weekend days count towards the absence period. 6 Payment 6.1 Contractual sick pay 6.1.1 [Entitlement to company sick pay ande's absence continues after the expiry of the first certificate, further certificates must be obtained as necessary to cover the whole period of absence and forwarded to [the employee's line manager] days, in addition to completing the absence form the employee will be required to obtain a medical certificate and forward this to [their line manager] within [2] working days of issue. If the employe. This should be countersigned by [the relevant line manager] as soon as possible, but in any event, no later than [2] working days following the return date. For an absence of more than [7] calendar Attendance Policy and Procedure 2 5.2 Certification Employees must complete an absence form (self-certification form) for absences of [7] calendar days or less immediately after their return to worko give details of the nature of the illness and an indication of their anticipated length of absence. Employees should note that leaving a message with a colleague will not be acceptable. Sickness & ment, the employee should keep his or her line manager informed throughout the period of absence, on at least a weekly basis. If an employee is absent due to ill health the employee will be required t of absence for the first [7] workings days of absence. The frequency and timing of contact in the case of absences exceeding [7] days will be agreed on a case by case basis, but, as a minimum requireminated deputy] of any absence at the earliest opportunity and no later than [one hour] from the start of the employee's normal working day on the first working day of absence and every subsequent dayinformation to the Company as and when required to facilitate a timely return to work. 4.2.3 4.2.4 4.2.5 5 Procedure 5.1 Notification Employees must notify [their immediate line manager or his noocedures; comply with reasonable requests for a medical report to be obtained from his general practitioner and to undergo an occupational health medical examination when required; provide sufficient ery employee to: 4.2.1 4.2.2 take responsibility for his attendance at work; take responsibility for his recovery and timely return to work; comply with the Company's notification and certification prdence from an employees' general practitioner and/or an occupational physician where appropriate to assist with the management of employee attendance. 4.1.5 4.1.6 4.2 It is the responsibility of evce of and maintain attendance records for all employees for whom they are responsible; seek guidance from the personnel department on the appropriate management of sickness absence; obtain medical evid effectively and complied with at all times; 4.1.2 Sickness & Attendance Policy and Procedure 1 4.1.3 4.1.4 communicate the required standards of attendance; closely monitor and manage the absen of all line managers to: 4.1.1 ensure that the sickness and attendance policy and procedure is accessible to all employees; ensure that this sickness and attendance policy and procedure is implementerangements and procedures. 3.7 The Company will implement this policy in line with the principles of the Company's dismissal and disciplinary procedure. 4 Responsibilities 4.1 It is the responsibilityence may result in disciplinary action. 3.6 The Company will implement this policy with due regard to an employee's disability and the Company's duty to make reasonable adjustments to its policies, ard the reason or reasons for the absence. 3.4 Employees will be advised of any concerns that the Company has about their attendance level at the earliest opportunity. 3.5 Persistent or unauthorised absnsistent manner. 3.2 Attendance will be managed in line with relevant employment legislation and best practice principles. 3.3 Management of attendance will focus on the employee's level of absence anilitate such management of employees' attendance. 2 Scope This policy and procedure applies to all employees of the Company. 3 Principles 3.1 Attendance will be managed fairly, reasonably and in a co medical advisers when appropriate, manage such absence with the ultimate aim of getting that employee back to work as soon as possible. The Company has developed this policy and procedure to help factendance Policy and Procedure 1 Policy The Company recognises that people do from time to time succumb to ill health and where this is the case the Company, through consultation with the employee andCLUDING NEGLIGENCE OR OTHERWISE) ARISING IN ANY WAY OUT OF THE USE OF THESE MATERIALS. The use of these materials is subject to the "Terms and Conditions" found at findlegalforms.com. Sickness and AtTO, PROCUREMENT OF SUBSTITUTE GOODS OR SERVICES; LOSS OF USE, DATE OR PROFITS; OR BUSINESS INTERRUPTION) HOWEVER USED AND ON ANY THEORY OF LIABILITY, WHETHER IN CONTRACT, STRICT LIABILITY, OR TORT (IN; OR II) THE PROVIDERS, AUTHORS OR PUBLISHERS OF ITS MATERIALS, BE RESPONSIBLE OR LIABLE FOR ANY DIRECT, INDIRECT, INCIDENTAL, SPECIAL, EXEMPLARY, OR CONSEQUENTIAL DAMAGES (INCLUDING, BUT NOT LIMITED MERCHANTABILITY, SUITABILITY OR COMPLETENESS FOR ANY OF THE MATERIALS FOR YOUR PARTICULAR NEEDS. THE MATERIALS ARE USED AT YOUR OWN RISK. IN NO EVENT WILL: I) FLF, ITS AGENTS, PARTNERS, OR AFFILIATESous legal matters. No Attorney-Client / Solicitor-Client relationship is created by use of these materials. THESE MATERIALS ARE PROVIDED "AS-IS." FLF DOES NOT GIVE ANY EXPRESS OR IMPLIED WARRANTIES OFnot provide legal advice. The use of these materials is not a substitute for legal advice. Only an attorney / solicitor can provide legal advice. An attorney/solicitor should be consulted for all seri rights during leave maternity pay notification of absence change of leave dates return to work keeping in touch rights on return. DISCLAIMER: FindLegalForms, Inc. ("FLF") is not a law firm and does reason such as to look after a dependent. This sickness and attendance policy is suitable for use in England, Wales and Scotland and includes the following clauses: · · · · · · · · leave entitlementSICKNESS AND ATTENDANCE POLICY - COMMENTARY A sickness and attendance policy outlines the guidelines to be followed where an employee is absent due to sickness or injury or is absent due to some other