Lyanne Posted March 1, 2012 Share Posted March 1, 2012 I want (need!) to start doing back to work interviews following periods of absence through sickness, & thought a good way to record them would be an A4 sheet per employee, name & dated started in post at the top then a table to record: start of absence; returned to work; notified? (space to record how, frequency); need to inform others of nature of sickness? (eg, if it's a notifiable disease, chicken pox, etc); back to work interview (record who did it & when); any accomodations needed? Then space ay the bottom of the sheet to record any review etc needed, What do others do? Can you think of anything I've missed? Interviews to ne carried out by either manager for rest of staff, a director for either manager. Records to remain in staff members confidential files in locked cabinet. Quote Link to comment Share on other sites More sharing options...
wellerkaren Posted March 1, 2012 Share Posted March 1, 2012 I don't currently do this but this sounds like a good idea I have a few staff that have alot of sickness off so this might be a good idea for them, from what you have said I don't think you have missed anything Quote Link to comment Share on other sites More sharing options...
HappyMaz Posted March 1, 2012 Share Posted March 1, 2012 Do you need to record whether the period of absence was self-certified or if there was a covering doctor's note? Or what the reason for the absence was (assuming there is no need to notify anyone of the illness, this doesn't seem to have been recorded in any of the headings you've identified). How long a period would someone need to be off sick before they require a back to work interview? Would you carry out an interview if there were several single day absenses over a set period, or several self-certified longer periods of absence within a set period? Quote Link to comment Share on other sites More sharing options...
Susan Posted March 1, 2012 Share Posted March 1, 2012 A back to work interview can be after every absence, however short, and can take the form of a simple "how are you?" It should also be an opportunity to review any adaptions to the workplace that could be needed to enable someone to do their job more efficiently or effectively, depending on the nature of the absence. Quote Link to comment Share on other sites More sharing options...
ForestFlo Posted March 1, 2012 Share Posted March 1, 2012 We use the PLA one from their staff handbook which we've adapted for our setting It includes... At the top of the sheet has Name, Date, Name of interviewer, No of days absent, date of return then...... Was the setting notified of the absence in line with the required practice/policy? From today’s date, how many day’s absence have there been in the last year? Over how many occasions? If applicable, has the employee previously been informed that their absence record is of concern to the setting? When and how did the injury or illness occur? How long was she/he ill? Did s/he seek medical attention? Did s/he speak to a doctor? Did s/he visit a hospital or clinic? Is s/he taking any medication? Is a Medical Report necessary? Is there any part of the employee’s job that may aggravate the condition? If yes what can be done to support the employee? Is this absence part of an overall pattern? Has the employee been informed of the effect on the setting and colleagues of persistent short-term absence and that it may place continued employment at risk? Is further action necessary? (if yes please state below) Then signatures of those present We also have a self certification of sickness. We had huge problems with a member of staff and sickness recently these were really helpful HTH Kirsty Quote Link to comment Share on other sites More sharing options...
Lyanne Posted March 1, 2012 Author Share Posted March 1, 2012 We use the PLA one from their staff handbook which we've adapted for our setting It includes... At the top of the sheet has Name, Date, Name of interviewer, No of days absent, date of return then...... Was the setting notified of the absence in line with the required practice/policy? From today’s date, how many day’s absence have there been in the last year? Over how many occasions? If applicable, has the employee previously been informed that their absence record is of concern to the setting? When and how did the injury or illness occur? How long was she/he ill? Did s/he seek medical attention? Did s/he speak to a doctor? Did s/he visit a hospital or clinic? Is s/he taking any medication? Is a Medical Report necessary? Is there any part of the employee’s job that may aggravate the condition? If yes what can be done to support the employee? Is this absence part of an overall pattern? Has the employee been informed of the effect on the setting and colleagues of persistent short-term absence and that it may place continued employment at risk? Is further action necessary? (if yes please state below) Then signatures of those present We also have a self certification of sickness. We had huge problems with a member of staff and sickness recently these were really helpful HTH Kirsty Oh wow. super comphrensive! That helps lots, than you! We've had lots of sickness thei year, I know we've all been stressed but sme people really need it monoitoring closely. A back to work interview can be after every absence, however short, and can take the form of a simple "how are you?" It should also be an opportunity to review any adaptions to the workplace that could be needed to enable someone to do their job more efficiently or effectively, depending on the nature of the absence. I do want to hold them after every absence, even half a day off. To be honest, in my setting, it's the frequency of short periods of sickness that's causing the problem. We've no-one off on long term sick, but I don't think we've had a week this term without someone off for at least 1 day. It's stressful! Quote Link to comment Share on other sites More sharing options...
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