I have been arranging "rehabilitation programmes" for many years now and the
actual programme itself varies depending on the reason for sickness absence,
type of job returning to etc etc. My experience with this and other
employers is that the employee continues on normal full salary during rehab
and the days not worked are not counted as either sick or annual leave. I
prepare the full programme before they return to work and then whilst on
rehab, the employee is seen by me at the beginning of every week to assess
progress (or not, as the case may be) At this stage, the times etc can be
changed - i.e. if the emloyee is not coping as well as expected we may not
increase hours on that particular week. On average, a rehab programme last
for about 6 weeks although some are shorter and some longer. I have found
these programmes to be extremely beneficial and will enable the employee to
return to work sooner than they otherwise might.
Hope this helps.
Lynda
-----Original Message-----
From: Angie Hickman [mailto:[log in to unmask]]
Sent: Thursday, September 30, 2004 9:33 PM
To: [log in to unmask]
Subject: Phased return to work
Does anyone have a policy or procedure about phased return to work
following sickness absence or know of any research about this subject. I
am trying to gather information or evidence about what other employers do.
Is the employee paid for the shifts they do not work or do they have to
take annual leave to cover the days they are absent from work.
Any suggestions or information would be graefully received.
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