Premier & Cabinet

Type:
Department of Premier and Cabinet Circular
Identifier:
Sickness Absence - Attachment
Status:
Archived

Sickness Absence - Attachment

Description

Departments now operate in an environment increasingly influenced by human resource management policies focused on ensuring attendance levels are maximised. This policy statement is underpinned by the Managing and Supporting Attendance at Work Policy Framework (1999) which encourages departments to recognise the different factors that contribute to the successful management of attendance.

Detailed Outline

Departments now operate in an environment increasingly influenced by human resource management policies focused on ensuring attendance levels are maximised. This policy statement is underpinned by the Managing and Supporting Attendance at Work Policy Framework (1999) which encourages departments to recognise the different factors that contribute to the successful management of attendance.

While some level of sickness absence will always occur in any department, managing sickness absence is part of the wider aim to improve the quality and efficiency of the services provided by departments to the people of NSW.

An effective attendance strategy developed at the local level will demonstrate management commitment to employee health, safety and welfare. It will focus on practical guidance and initiatives that both minimise the impact of sickness absence on service delivery and operation and promote a culture of attendance through a range of support services and approaches.

Developing Strategies for Managing Absences due to Sickness

Department specific strategies for managing absences due to sickness should be developed in consultation with relevant unions, incorporate the views of staff and apply to employees at all levels within the department. The following minimum standards apply:

senior management must be committed to effectively managing attendance;

a management information system should be in place to assist in absence reporting and review;

managers and employees should be provided with training and guidance to help them understand, implement and adhere to the strategy.

Three key areas have been identified as a way of targeting issues relevant to the successful implementation of sickness absence strategies. The steps set out below are intended to help agencies to approach sickness absence management from a holistic perspective.

Management commitment

consider adopting or participating in health awareness programs, eg smoking, managing stress, cholesterol or vision checks;

encourage employees to make use of employee assistance programs;

provide access to flexible workplace arrangements and develop graduated return-to-work initiatives, eg light duties or part-time work;

provide guidance to managers at all levels.

Information systems

develop an appropriate information system as part of an integrated Occupational Health & Safety management plan;

develop sickness absence reporting procedures, eg set a specific time on the first day's absence by which an employee should contact the department and make clear who should be contacted;

involve employees and stakeholders in the development of information systems and ensure the procedures are clearly understood by all employees;

ensure the accuracy, reliability, security, accessibility and confidentiality of information;

maintain information relating to sickness absence such as dates, duration, day/s of absence, cost, gender, age;

ensure the system allows for comparisons and analysis of data, regularly monitor and benchmark levels of sickness absence across the organisation;

regularly review department's progress and provide feedback to employees.

Training and support

ensure managers at all levels understand the need for a commitment to the health, safety and welfare of every employee;

recognise that the skill levels of managers vary and provide appropriate training to ensure the strategy is applied fairly and in a sensitive and supportive way;

assist managers to analyse, monitor and manage sickness absences;

inform managers of the range of action available to them, eg employee assistance program, counselling and performance management.

Overview

Compliance

Not Mandatory

AR Details

Date Issued
Jan 1, 2000
Review Date
Sep 30, 2005
Replaces
Replaced By

Contacts

Contact
Contact us
Phone
02 9228 5555
Publishing Entity
Department of Premier and Cabinet
Issuing Entity
Department of Premier and Cabinet