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April 03, 2008
SICKNESS POLICY: SURVEY - HOW WERE YOU TREATED?
We need the views of members.
Below, in bold type, are two quotes taken from the 2007 sickness absence policy which has been in operation for almost twelve months. Napo has been involved in many cases of sickness management and we have seen at close quarters how the policy has operated. There are well-documented differences between Napo and HPA on the use of retrospection, the counting together of short and long-term absences, interference in the discretion of line managers and the process that should be followed in relation to taking formal action against members.
As we approach the anniversary of this policy we are asking members to tell us in their own words how they experienced the policy. We will keep all information anonymised but it would be heplful for the branch to collate response with a view to sharing them with the probation board.
Napo often complains about the operation of this policy and individuals complain to us, but what we would wish to do is gather ‘case studies’ so that those responsible for the policy can not only look at levels of sickness absense as statistics but hear from individuals about the treatment they experienced under the policy. How it felt at the time and how it feels with hindsight. And we welcome comments from those who have observed the policy in operation – as an employee have you seen understanding shown to those who need to be absent and appropriate action against those who abuse the system at the expense of colleagues?
The National Probation Service’s approach in cases of sickness absence will always be one of support and understanding. Wherever possible, assistance will be given to help ill employees regain full health with Occupational Health Service (OHS) support as appropriate. Assistance will be offered as appropriate to disabled employees including provision of reasonable adjustments as appropriate on a case by-case basis.
Employees will want to see understanding shown to those who need to be absent and appropriate action taken against those who abuse the system at the expense of colleagues. The development and operation of sound, fair and consistent procedures is essential, within which the role of line managers not only in managing sickness absence but also in creating a positive working environment is key.
Posted by Hampshire at April 3, 2008 07:56 PM