Do your managers:
- miss the opportunity to support employees early on in their absence?
- fail to pick up on when an employee's condition might be classified a disability?
- take decisions without first obtaining necessary expert medical advice?
- create a risk of claims by failing to properly apply your organisation's procedures?
In unpredictable market conditions greater emphasis is placed on the contribution and productivity of each individual employee. However, the CIPD’s national survey in 2015 found that an average of 6.9 workdays per employee per year, were still lost to sickness absence. The average cost to the employer is estimated at being £550 per employee per year. From a management perspective it is vitally important to monitor and control circumstances surrounding periods of employee absence. This requires finding the right balance between providing the support that is needed for employees with genuine health problems to stay in or return to work and taking appropriate action where an organisation's sick pay schemes are being taken advantage of.
This half-day workshop will give delegates the practical knowledge and skills to:
- manage sickness absence procedures and meetings and recognise when specific action is required
- identify what constitutes a 'disability' for the purposes of the Equality Act 2010
- understand when reasonable adjustments are necessary and what such adjustments might entail
- apply a practical step-by-step process when dealing with both intermittent and long term sickness absence
- spot the warning signs an identify ways of dealing with specific problems. Particular problems can arise when employees use sickness absence as a defence against employees who need to manage the individual’s performance, discipline etc. Delegates will learn our ‘top tips’ for dealing with such problem areas.
- Types of sickness absence
- Short term sickness
- Doubtful sickness
- Long term absence
- Introduction to discrimination
- Types of discrimination
- The protected characteristics
- Disability discrimination
- Reasonable adjustments
- The next steps
- Obtaining a medical report
- Overview of possible outcomes
- What is a dismissal?
- Potentially fair dismissal reasons capability
- Conduct v. capability
- Using the capability procedure
- The role of the employer
- Following a fair procedure
- The four-stage test - considerations
- Fit notes
- Occupational sick pay
To discuss your specific requirements and get a quote, please contact Sam Greenhalgh.