To reassure staff with genuine medical conditions that where possible reasonable adjustments will be made to facilitate their ongoing employment. Managers should note the importance of accurate and timely recording on HRPTS as this enables the HR Information team to produce statistical analysis on both short and long term sickness absence within the RQIA. The information will also ensure employees are paid appropriately during their period of absence. Managers will be accountable for any recording failures or anomalies. Failure to complete this may result in disciplinary proceedings. Appendix A provides guidance on how to record and edit absence details on HRPTS. Employees’ Responsibilities To ensure regular attendance at work in accordance with their contractual obligations. Notify Line Manager of absence in accordance with notification procedures. Contact must be by telephone. Contact by text or email is not acceptable, nor is someone to contact on your behalf except in very exceptional circumstances i.e. hospitalisation. If you are unable to make contact with your line manager, make contact with HR. Agree a timetable for regular apprpriate contact with their manager during the period of absence Ensure they are aware of and meet their obligations under the attendance at work policy (and assocaited procedure) and recognise the consequences of poor attendance at work. Ensure that relevant sick certificates and medical reports are forwarded without delay to the manager for appropriate action, and that they cover the whole period of absence. Payroll cannot pay Occupational or Statutory Sick Pay without the appropriate certification. Comply with requests to attend OH Service on time unless for some exceptional reason they cannot attend. In those exceptional circumstances they must notify their line manager and the Human Resources Department who will re-schedule the appointment. Failure to attend Occupational Health may result salary being withheld and disciplinary proceedings may be initiated. Managers wishing to withhold pay for this reason should only do so following discussion with the Human Resources Department. Staff who have to attend OH outside of their normal work location may claim travel expenses at public transport rate only. Participate, when requested in meetings relating to their absence and in the development of return to work and rehabilitation plans with managers, HR and trade union representatives as required.
To reassure staff with genuine medical conditions that where possible reasonable adjustments will be made to facilitate their ongoing employment. Managers should note the importance of accurate and timely recording on HRPTS as this enables the HR Information team to produce statistical analysis on both short and long term sickness absence within the RQIA. The information will also ensure employees are paid appropriately during their period of absence. Managers will be accountable for any recording failures or anomalies. Failure to complete this may result in disciplinary proceedings. Appendix A provides guidance on how to record and edit absence details on HRPTS. Employees’ Responsibilities To ensure regular attendance at work in accordance with their contractual obligations. Notify Line Manager of absence in accordance with notification procedures. Contact must be by telephone. Contact by text or email is not acceptable, nor is someone to contact on your behalf except in very exceptional circumstances i.e. hospitalisation. If you are unable to make contact with your line manager, make contact with HR. Agree a timetable for regular apprpriate contact with their manager during the period of absence Ensure they are aware of and meet their obligations under the attendance at work policy (and assocaited procedure) and recognise the consequences of poor attendance at work. Ensure that relevant sick certificates and medical reports are forwarded without delay to the manager for appropriate action, and that they cover the whole period of absence. Payroll cannot pay Occupational or Statutory Sick Pay without the appropriate certification. Comply with requests to attend OH Service on time unless for some exceptional reason they cannot attend. In those exceptional circumstances they must notify their line manager and the Human Resources Department who will re-schedule the appointment. Failure to attend Occupational Health may result salary being withheld and disciplinary proceedings may be initiated. Managers wishing to withhold pay for this reason should only do so following discussion with the Human Resources Department. Staff who have to attend OH outside of their normal work location may claim travel expenses at public transport rate only. Participate, when requested in meetings relating to their absence and in the development of return to work and rehabilitation plans with managers, HR and trade union representatives as required.