Attendance Support Program Staff Session
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Transcript of Attendance Support Program Staff Session
Attendance Support Program
Staff Session
Feb
• PRHC average 12.96 sick days
• 25th percentile – 8.65 sick days
• 87.61% of all absences fall within the 1 – 3 day range
• PRHC trending upward while comparator hospitals are trending downward
• On track this fiscal to be at or exceed last years average
Fiscal 08/09 Statistics:
• Serious accidents and illness
• Lack of job satisfaction
• Inadequate or poor supervision
• Personal problems (financial, marital, substance abuse)
• Poor physical fitness / nutrition
• Stress / workload
• Employee discontent
• Perceived entitlement to sick benefits
Causes of Absenteeism:
Develop a willingness on the part of all our employees to attend work regularly and to assist them in motivating their co-workers to attend work regularly.
Attendance Support:
This can be done by:
• Addressing the physical and emotional needs of our employees
• Communicating the attendance expectations of the Health Centre
• Dealing with cases of excessive absenteeism effectively and fairly so deterrence can occur
Attendance Support:
Culpable absenteeism are absences within the employees control such as:
• Arriving to work late
• Leaving work early
• Unauthorized Leaves
Types of Absenteeism:
Non-Culpable absenteeism (or innocent absenteeism) are absences not within an employees control:
• Hospitalization
• Illness
Types of Absenteeism:
Culpable absences are dealt with through the progressive discipline process
Non-culpable absences are dealt with through the Attendance Support Program
Types of Absenteeism:
The program is designed to:
• provide clear guidelines to reasonably and consistently manage attendance
• ensure employees meet their obligations
• promote awareness
• assist employee’s in improving their attendance
• recognize improved attendance
• understand the root causes of absences
Attendance Support Program
• applies to all staff, including management
• outline’s roles and responsibilities
• has 4 steps focused on improving attendance
How does the Program Work?
Exemptions:
• Catastrophic event – such as heart attack, stroke
• Surgical intervention
• Leaves covered under the Employment Standards Act (ie: Family Medical Leave, Emergency Leave Days)
Consultation with Occupational Health and Human Resources required to determine exemption
Attendance Support Program
The Employee:
• To maintain regular attendance at work
• To report all absences as per reporting processes
• Identify reason for absence
• Provide medical as required / requested
• Initiate and maintain regular contact with Manager and Occupational Health
• Identify the need for accommodation
• Identify needed supports to maintain regular attendance at work
Roles and Responsibilities:
The Manager:
• Monitor employee’s attendance
• Meet with employee’s to discuss attendance record and identify concerns regarding ability to attend work
• Record all discussions and provide records to Human Resources
• Provide support to employee including discussing solutions / alternatives for improving attendance
Roles and Responsibilities:
The Manager cont’d:• Record absent calls on the Call-in Form
• Ensure staff are aware of the requirement to contact Occupational Health Services and request the Attending Physician Statement
• Communicate with Occupational Health Services regarding Attending Physicians Statement requests outside of normal parameters
• Acknowledge good and improved attendance of all staff
Roles and Responsibilities:
Occupational Health Nurse:
• Contact employee as required to provide guidance and support through their recovery and return to work
• Collect medical documentation and verify fitness to work based on the medical received
• Arrange for Physical Demands Analysis, Functional Abilities Evaluations
• Maintain confidentiality of medical information
Roles and Responsibilities:
Human Resources:
• Provide attendance statistics
• Provide support and consultation on the program
• Monitor program for consistency and application under the Ontario Human Rights Code
• Participate in return to work and accommodation meetings
Roles and Responsibilities:
• Informal Discussion ( occurs at 30 hours sick time)
• Step 1 – Initial counseling (occurs at 52.5 hours of sick time)
• Step 2 – Ongoing monitoring
• Step 3 – Assessment
• Step 4 – Follow-up and Action Plan
The Program Overview:
• Progression through the steps occurs when 15 hours of sick is reached in a quarter (or sooner if identified)
• If improved attendance (less than 15 hours of sick time) between quarters, remain on current step
• Exit program when 12 consecutive months of improved attendance (less than 52.5 hours of sick)
The Program Overview:
Occurs when the absences again exceed the standard as follows:
• Within 12 months of exiting the program – re-enter the program at step exited from
• Greater than 12 months of exiting the program – start program at informal stage
A total of 24 months of improved attendance is required in order to start the program over once on the program
Re-Entry to Program:
• ONLY accepted medical form – unless work related absence – WSIB FAF is accepted
• Required to be completed following 3 or more days of medical absence
• As requested by manager (ie: sick after vacation, sick on denied day off, Step 2 of program) – consult with Occupational Health
Attending Physicians Statement:
• Accessible on intranet and Occupational Health
• Must be completed PRIOR to payment for sick time
• If APS is not completed, sick pay withheld and absence will be considered culpable
Attending Physicians Statement: