Issue - meetings

To consider the SBC Sickness Management Report

The Committee considered the draft report and recommendations for the Sickness Management Scrutiny Review. Members sought clarification on arrangements for the proposed wellbeing policy staff survey, formal and informal sickness management interviews and the Absence Management service provider (FirstCare).

Officers reported that they were currently reviewing several wellbeing policy staff survey templates. Members were re-assured that the starting point for officers when assessing sickness/absence cases was that they are genuine. There was a trigger point for initiating informal sickness absence interviews. However, the trigger points were not just statistically based and managers were encouraged to exercise discretion. The Council offered a suite of support initiatives including referral to occupational health specialists. Employees had a right of appeal to a third party independent manager after any informal absence interview.

It was RESOLVED:

1.         That the draft report is noted

2.         That Recommendation 2.1.8 be amended to reflect the fact that the HR team and not Councillor John Mead will be providing an update on the suitability of a monthly wellbeing staff survey template

3.         That the following recommendations be added to the report:

a.         That officers consider amending the existing policy to address the issues raised by officers from Customer Service Centre and Housing Investment detailed at 4.1.14 to 4.1.26 to address the following issues:

(i) Providing flexibility to Managers to use discretion when managing sickness and inconsistencies across the organisation

(ii) That planned medical operations/procedures and accidents be treated differently from other sickness reporting

(iii) That the offer from CSC and Housing Investment be tied in with the option of a wider staff questionnaire/survey at Recommendation 8

(iv) That managers have access to past Return to Work Interviews, sickness data and reasons for informal/formal meetings all in one place

(v) That officers consider clarifying the trigger points between formal and informal interviews

The Committee considered the draft report and recommendations for the Sickness Management Scrutiny Review. Members sought clarification on arrangements for the proposed wellbeing policy staff survey, formal and informal sickness management interviews and the Absence Management service provider (FirstCare).

Officers reported that they were currently reviewing several wellbeing policy staff survey templates. Members were re-assured that the starting point for officers when assessing sickness/absence cases was that they are genuine. The Council has a duty though to protect public sector resources while providing compassion to officers. There was a trigger point for initiating informal sickness absence interviews. However, the trigger points were not just statistically based and managers were encouraged to exercise discretion. The Human Resources (HR) team monitors sickness absence management and liaises with Assistant Directors to ensure consistency. It was confirmed that current staff policies cover issues such as dealing with an employee’s multiple absences for several unrelated reasons. The Council offered a suite of support initiatives including referral to occupational health specialists. It was reported that employees were offered the opportunity to talk to another manager about the reasons for their absence if they felt more comfortable doing so (i.e. if the employee wanted to speak to a manager of the same sex) not obliged to have an informal interview with their direct manager. Employees had a right of appeal to a third party independent manager after any informal absence interview.

The Scrutiny Officer informed the Committee that the Sickness Management Scrutiny Review report will be brought before the next O & S Committee meeting for approval. The report will be submitted to the Portfolio Holder (Resources) and relevant officers for comment.

It was RESOLVED:

1.         That the draft report is noted

2.         That Recommendation 2.1.8 be amended to reflect the fact that the HR team and not Councillor John Mead will be providing an update on the suitability of a monthly wellbeing staff survey template

3.         That the following recommendations be added to the report:

a.         That officers consider amending the existing policy to address the issues raised by officers from Customer Service Centre and Housing Investment detailed at 4.1.14 to 4.1.26 to address the following issues:

(i) Providing flexibility to Managers to use discretion when managing sickness and inconsistencies across the organisation (ii) That planned medical operations/procedures and accidents be treated differently from other sickness reporting

(iii) That the offer from CSC and Housing Investment be tied in with the option of a wider staff questionnaire/survey at Recommendation 8

(iv) That managers have access to past Return to Work Interviews, sickness data and reasons for informal/formal meetings all in one place

(v) That officers consider clarifying the trigger points between formal and informal interviews