I agree with Sharon. In the non-attendance project i was involved with
the biggest effect came from the increased management involvement and
the management of those managers in this area by their managers all
the way up to top level. I advised they looked at 'special leave'
which was running at over 3%! Their reply? 'but we don't pay them so
it doesn't cost us'. Once i explained about indirect costs and we did
an actual cost case study they sat up and paid attention! One guy was
found to be taking every 2nd Wednesday off; turns out he'd figured it
was a better system for him than paying for childminder and as
management 'never seemed bothered by it' he carried on for over 2
years!

On 20/08/2010, sharon naylor <[log in to unmask]> wrote:
>
> They want to reduce absence, they want to target sick merchants and
> malingerers, the friday afternoon and monday morning club. Fair enough. But
> in order to do that they need to have comprehensive policies and STICK TO
> THEM and not expect OH to be the Health Police . If people are calling in
> sick for non clinical issues it should be treated differently, however it
> all gets lumped under "sick" and therefore if its sick its for OH to deal
> with
>
>
>
> I am dealing with an employee with a terrible attendance history, he goes
> home "sick" halfway through his shift about twice a week- however the
> manager isnt logging this. He has these days off and then work overtime at
> the weekend, the manager thinks this isnt right. He has also had time off
> for "medical appointments", this are to attend a complementary therapist,
> the manager knows this and has allowed this to happen (on a friday
> afternoon) every week for bout 9 months. I saw him - did a report from a
> purely OH perspective and said -Mr manager you need to get a grip, you have
> allowed this to happen, this is whats wrong with him, this is how it affects
> him etc  you need to sit him down and have a full and frank discussion with
> him , they havent done it, they keep sending him to me cos he`s had more
> time off-  I keep sending him back stating "over to you"
>
>
>
> Again - what is a managemen issue and what is OH? My case above - I have
> dealt with the clinical issues - the manager needs to grow a spine and deal
> with the fact that this employee is taking the mick....
>
>
> Date: Thu, 19 Aug 2010 23:08:44 +0100
> From: [log in to unmask]
> Subject: Re: [OCC-HEALTH] Attendance Management
> To: [log in to unmask]
>
>
>
>
>
>
>
>
> Ps – forgot to say – that the manager ‘knows’ the employee – the person at
> the end of the phone may not, so will always err on the side of caution
> rather than encouraging (aka known as a gentle (or not so gentle) shove!) an
> e’ee known to frequently take short term absence to return early. Also, the
> call taker will not know about any alternative work available. So if on
> Monday morning an employee who sprained his ankle playing footy on Saturday
> phones in unable to drive his FLT – the manager may have some alternative
> work available that he can do sitting down and may send a taxi or a mate to
> pick him up – great – zero absence!
>
> If you pay your staff when they are off then they are more likely to claim
> sickness for non-sickness relates troubles such as transport or childcare
> issues.... which takes you back to the, ‘do we or don’t we pay staff for the
> first one to three days off sick!’
>
>
>
>
>
> From: [log in to unmask] [mailto:[log in to unmask]] On Behalf
> Of sharon naylor
> Sent: 19 August 2010 22:22
> To: [log in to unmask]
> Subject: Re: [OCC-HEALTH] Attendance Management
>
> agree with many of catherines comments. Managing attendance is a skill for
> managers - and they do that after taking on board all available info - which
> probabaly includes advice from OH. I go to so many absence/sick/attendance
> meetings. I am a very busy person - how much busier would I be with a long
> list of people with a cold waiting for me to contact them and give them
> advice on Day 1 of absence - what happens if I inadvertently miss someone
> out or run out of hours in the day? Will their self limiting, minor illness
> develop into something horrid? will they feel like they have been passed
> over for attention? Is this a can of worms? I can just see it at ET -
> someone sacked for bad  attendance , claiming unfair dismissal on the basis
> that the employer didnt follow their own procedure by referring to OH on day
> 1 so Mr Blooggs sat at home for ages wiating for some advice that would
> enable him to come back to work................. Many absences (whether
> sanctioned by GP or not) are really straightforward and the person will come
> back to  work following a reasonable amount of time. Not sure its viable for
> OH to get involved in those. Absence of more than whatever the trigger is,
> those who are citing mental health issues, people with straightforward MS
> conditions that might resove with prompt physio, obvious serious health
> conditions affecting ingoing ability,  - now these are where OH intervention
> can make a difference
>
> Suggest that contact on day 1 should be with a manager - if the referral to
> OH is deemed necessary then so be it
>
>
>
>
> Date: Thu, 19 Aug 2010 21:07:10 +0100
> From: [log in to unmask]
> Subject: Re: [OCC-HEALTH] Attendance Management
> To: [log in to unmask]
>
> Thanks Wayne,
>
>
>
> We have onsite physio so think we have that angle covered.  Absolutely agree
> that its best to refer quickly for the best outcome for the individual and
> the company.
>
>
>
> Thanks for your comments.
>
>
>
> Fiona
>
>
> ----- Original Message -----
>
> From: Wayne Llewellyn
>
> To: [log in to unmask]
>
> Sent: Thursday, August 19, 2010 6:53 PM
>
> Subject: Re: [OCC-HEALTH] Attendance Management
>
>
>
> Fiona,
>
> From a MSK angle (and probably everything else for that matter) early
> intervention with a full physiotherapy assessment is essential,  otherwise
> you get rapidly into the realms of chronic conditions which become many
> times more difficult to resolve and delay return to work..
>
> We line up an assessment after 1 weeks absence, if possible back at the
> workplace. This is followed by a report  back to OH with a prognosis and
> recommendations of treatment, rehab and case management by the physio. We
> are lucky that we have on-site clinics and ample physio cover to provide
> this system....it does work though.
>
>
> Regards,
> Wayne Llewellyn
> Clinical Director
>
> * 6-9 Timber Street, London, EC1Y 0TQ
> ' 020 7687 7600
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>
>
>
> From: [log in to unmask] [mailto:[log in to unmask]] On Behalf
> Of Fiona McLaughlin
> Sent: 19 August 2010 18:41
> To: [log in to unmask]
> Subject: [OCC-HEALTH] Attendance Management
>
>
> Dear All,
>
>
>
> My company looking to put in place a more pro active attendance management
> process. Its a manufacturing setting with approx 70/30 split of direct and
> indirect (respectivley) labour emplyees  One of the ideas we are kicking
> around is employees contacting OH on day one of absence, offering the usual
> health advice.......is there anything we can do to
> help...........etc........and wonder what experience any of you may have
> including successes, pitfalls and other advice or any other sources of info.
>
>
>
>
>
> Thanks in advance
>
>
>
> Fiona
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