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Sickness absence and attendance transition plan

Queen Elizabeth Hospital Birmingham

The table below outlines the transition for employees currently being managed/monitored in accordance with the Queen Elizabeth Hospital Birmingham sickness absence and attendance procedure.

Trigger in the existing sickness procedure Stage in the new sickness procedure Monitoring period
Trigger one Stage one Six months (or less if the employee has less time remaining on the existing monitoring period)
Trigger two Stage two Twelve months (or less if the employee has less time remaining on the existing monitoring period)
Trigger two with a recommendation to go to trigger three hearing Stage two Twelve months
Trigger three Stage two Twelve months (or less if the employee has less time remaining on the existing monitoring period)
Trigger three with a recommendation to go to trigger four hearing Stage three Hearing to be arranged

Transition examples

Below is a list of examples of Queen Elizabeth Hospital Birmingham staff transitioning to the new sickness absence and attendance procedure.

Example one

Laura is on a trigger two in accordance with the previous sickness absence and attendance procedure, with four months remaining on the monitoring period.

From the date of the new sickness absence procedure implementation date, Laura will move across to stage two of the new policy for the duration of her remaining monitoring period (four months). Provided the policy is not triggered again within the four month timescale, Laura will then no longer be on formal absence monitoring.

Example two

John attended a trigger three hearing in accordance with the previous sickness absence and attendance procedure three months ago, and was placed on trigger three monitoring for a period of two years in accordance with the previous procedure.

From the date of the new sickness absence procedure implementation date, John will move across to stage two of the new policy for a period of twelve months (as this is the maximum period of monitoring in the new procedure).

Example three

Ann is on a trigger two in accordance with the previous sickness absence and attendance procedure and due to further absence within the monitoring period, has been informed that a trigger three hearing needs to be arranged to consider whether or not she should now be placed on trigger three monitoring.

As trigger three does not exist in the new procedure, from the date of the new sickness absence and attendance procedure implementation date, Ann will move across to stage two of the new policy for a period of twelve months (as this is the maximum period of monitoring in the new procedure).

Heartlands, Good Hope and Solihull hospitals

The table below outlines the transition for employees currently being managed/monitored in accordance with the Heartlands, Good Hope and Solihull hospitals sickness absence and attendance procedure.

Trigger in the existing sickness procedure Stage in the new sickness procedure Monitoring period
Informal review Stage one Six months (or less if the employee has less time remaining on the existing monitoring period)
Formal review Stage two Twelve months (or less if the employee has less time remaining on the existing monitoring period)
Final review Stage two Twelve months (or less if the employee has less time remaining on the existing monitoring period)
Final review hearing Stage three hearing Hearing to be arranged

Transition examples

Below is a list of examples of Heartlands, Good Hope and Solihull hospitals staff transitioning to the new sickness absence and attendance procedure.

Example one

Laura is on an informal stage in accordance with the exisisting policy from the date of the new sickness absence procedure implementation date.

Laura will transfer to formal stage one with a monitoring period of six months or less (previous monitoring period was twelve months), therefore if Laura only has two months left of the previous monitoring period she will stay on monitoring for two months under stage one.

Example two

John is on a formal review in accordance with the exisisting policy from the date of the new sickness absence procedure implementation date.

John will transfer to formal stage two with a monitoring period of twelve months or less (previous monitoring period was twelve months).

Example three

Clare is on a final review in accordance with the exisisting policy from the date of the new sickness absence procedure implementation date.

Clare will transfer to stage two review and monitoring will continue if the previous monitoring period has not expired.

Example four

Ann is on a final hearing stage in accordance with the exisisting policy from the date of the new sickness absence procedure and will therefore transfer across to stage three with a hearing to be arranged.

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