It appears to me that you are being asked to do what the Managers should be
doing.
I have no research or evidence to back this up but...... I think that what
would have greater impact would be for the trust to have a good attendance
management policy. It is however useless unless Managers have training in
how to carry out return to work interviews, when and how to give warnings
for attendance and when to refer to OH.
A family friendly policy may be helpful but these are often not utilised as
they grant the time off for 'personal emergencies' but without pay so
employees are reluctant to use them. However if Managers crack down on
poor attendance then maybe employees will be encouraged to use them.
My experience is that Managers are reluctant to address absence and will
try and push it onto OH, but this is generally due to lack of training.
Regards
Samantha Davies
Tracy Nicholls
<[log in to unmask] To: [log in to unmask]
IDS.NHS.UK> cc:
Subject: Sickness Absence
16/04/2004 15:59
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Dear All
I would appreciate your opinions, advice and experience regarding
management of sickness absence as well as any details you could provide
regarding any recent research into this problem.
The trust I work for are looking at reducing sickness absence rates by
introducing a new system by which Occupational Health either speak to or
see everybody who is requesting to go off sick. The train of thought is
that this system will stop those who are not genuine from going off sick.
To say that we are not happy about this is an understatement. However, we
are tring to look at this problem from both angles to see if this system
could work, and if not what alternatives could be put in place. One ideal
solution would be for the causes of sickness absences to be recorded and
addressed, but apparantly there is not a suitable computer system available
to do this.
As we are trying to build up a evidence base regarding this problem, either
supporting it or opposing it, I would appreciate any assistance or advice
anyone could offer.
Many thanks
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