Issue - items at meetings - Attendance Management Procedure

Report of Strategic Director, Resources (copy attached)

RESOLVED

1. That the Governance Committee notes the overall improvement in sick absence rates since 1 April 2011 and the steps taken to improve managers’ skill and understanding of their role in supporting staff towards better health and attendance.

2. That the Governance Committee be briefed on the average days lost to sick absence after the end of the financial year to confirm that the improvements in attendance measured to date have been sustained.

3. That, following consultation with the Corporate Management Team and managers, the Governance Committee consider the option of removing, from the Procedure, the provision that requires an Absence Review meeting to always be held after an employee reaches an Attendance Concern Level. See paragraph 3.5.3 of the report.

4. That the results of the consultation exercise with the Corporate Management Team and managers be brought back to the Governance Committee to enable it to consider the option described in recommendation 1.3 above.

47.1 The Committeeconsidered a report of the Strategic Director Resources, concerning an update on the new Attendance Management Procedure which was implemented on 1 April 2011.

47.2         Councillor G Theobald noted that although the level of staff absence had reduced it still appeared to be high, and was concerned of the cost implications for the council and felt that anything which could be done to reduce the level of staff absence would be beneficial.

47.3         Councillor Powell referred to employees having to attend a formal Absence Review meeting, and noted that with disabled employees there was an issue of equalities and that it might not be appropriate for all employees to have to attend a formal review meeting. Councillor Powell suggested that a separate review meeting be held for disabled employees.

47.4         Councillor Oxley suggested that an alternative way of meeting employees could be held to ensure that the review meeting was not felt to be a punishment for being ill.

47.5         Councillor Morgan stated that it was necessary to strike a balance between getting staff back to work, and also ensuring that staff did not return to work too early. If staff came back to work whilst still ill, they may not be able to properly perform their job.

47.6         Councillor A Norman agreed staff with a disability should be dealt with appropriately as returning to work and having to attend two review meetings could be daunting.

47.7         The officer presenting the report noted the comments regarding disabled employees and said that the new procedures gave mangers more guidance on dealing with all staff and in particular how they should implement reasonable adjustments where appropriate.

47.8         Councillor Kennedy asked whether absence levels amongst different departments and teams were monitored. The Committee were advised that levels were monitored and any areas of high absence were identified. Both short and long term absence was looked at and, where appropriate, managers would be contacted and an action plan to address the level of absence.

47.9    RESOLVED -

(1)   That the Governance Committee notes the overall improvement in sick absence rates since 1 April 2011 and the steps taken to improve managers’ skill and understanding of their role in supporting staff towards better health and attendance.

(2)   That the Governance Committee be briefed on the average days lost to sick absence after the end of the financial year to confirm that the improvements in attendance measured to date have been sustained.

(3)   That, following consultation with the Corporate Management Team and managers, the Governance Committee consider the option of removing, from the Procedure, the provision that requires an Absence Review meeting to always be held after an employee reaches an Attendance Concern Level. See paragraph 3.5.3 of the report.

(4)   That the results of the consultation exercise with the Corporate Management Team and managers be brought back to the Governance Committee to enable it to consider the option described in recommendation 1.3 above.