ABSENTEESIM CONTROL POLICY AND RETURN TO WORK INTERVIEW SHEET

INTRODUCTION

From time to time staff may require to be absent from their place of work due to illness. The length of time lost by employees through illness must however be monitored to ensure that each member of staff is able to do their job, effectively and without putting themselves or others at risk. Managers should consider cases of sickness or absence on an individual basis and ensure the provision of appropriate support and advice, where appropriate.

Organisations and companies should make it clear that in some cases, patterns/levels of absence will be unacceptable and formal management action will be taken.

SAMPLE EXTRACT FROM POLICY

"On return from absence all employees must be interviewed by their immediate line manager. At this interview the employee and the line manager must complete a 'Return to work interview' form agreeing the reason for the absence, the period of absence and, where appropriate, what course of action is required as a result of the absence. This form must be signed by both parties before being forwarded to the employees personnel file

Stage 1

In situations where an employee's sickness record is giving some cause for concern, then the employee's Line Manager will discuss those concerns with the employee, providing support and counselling where appropriate. It is essential that any message conveyed in this manner is clear and unambiguous."

FURTHER IN THIS DOCUMENT - SUBSCRIBERS ONLY

• Pro Forma and Sample Absenteeism Control Policy
• Policy
• Overview of procedural stages
• Appeals
• Procedures checklist
• Conducting Return to Work Interviews
• Counselling
• Return to Work Interview Form

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