Napo busy putting the human back into HR28/08/2019
Medical negligence concerns28/08/2019
members working in NPS who have first-hand experience of the Attendance
Management Policy (PI 01/2017) will be well aware of the draconian and
emotionally draining process they are forced to go through when absent from work
due to ill-health.
who are absent for up to and more than eight days in a 12-month rolling period
(from your last absence) or four spells of sickness absence during a 12-month
period will be considered to have “hit a trigger”.
you have previously had your trigger point increased, then this does not apply
to you at this stage but will if you exceed your trigger.
to expect when you are unable to attend work because you are unwell.
- Your manager must keep in regular
contact with you either by telephone, email or visit, and should “adopt a work
focused approach” for example what they can do to ensure a speedy return to
work. If you are off with a broken leg it may be suggested that you work from
- Your line manager will arrange regular
meetings with you during your absence and explain there are two types of
meetings; an informal review (after 14 days of continuous absence) and a formal
attendance review (FAM) meeting after 28 days of continuous absence and every
month thereafter. There is no need to hold an informal review in a month where
a FAM is scheduled.
- The formal meetings will adopt a
work focussed approach and discuss medical advice, possible occupational health
referral, remind you of the trigger points and bring you up to date with any
developments happening at work. If it is a long-term absence, for example more
than six months, then consideration should be given whether you are referred
for ill health retirement, downgrade or dismissal on the grounds of medical
- When you return to work the manager
must hold a return to work discussion (this occurs after every period of
absence) on the day they return or as soon as possible. At this meeting
previous periods of sickness absence will be discussed. If you have reached or
exceeded your trigger, then a formal unsatisfactory meeting is held. At this
meeting a decision will be made whether to issue you with a warning. The
only exceptions where warning must not be issued is if you are absence due to
pregnancy related illness, if you contracted a disease or have been assaulted
whilst undertaking your duties.
- If you are issued with a warning you
will be informed that future absences will be closely monitored and you will be
subject to a three-month improvement period. During the three months you must
not exceed more that 25% of your trigger for example if your trigger is eight days
then you must not have more than two days’ sickness absence during that
three-month period. If you do, the employer can decide to extend your
Improvement Period for a further three months. If there are no further periods
of sickness absence, then you will be subject to a 12-month Sustained
Improvement Period and your triggers return to eight days. In reality this is a
15-month period whereby you must sustain your attendance at work.
If you have any
questions or need advice about your sickness absence, contact your local branch
or Napo HQ