Document Sample
Supporting Attendance

PART                                                         PAGE
1       Policy Statement                                       3
2       Scope                                                  4
3       Principles of the Policy                               4
4       Implementation and Review                              5
5       Definition                                             5
6       Responsibilities                                       5
7       Promoting a Healthy Workforce                          7
8       Entitlement                                            7
9       Exclusions from Entitlement                            8
10      Sickness Payments                                      8
11      Sickness During Annual Leave or Public Holidays        8
12      Industrial Injuries                                    9
13      Supporting Attendance                                 10
14      Notification Procedure                                10
15      Attendance Support                                    12
16      Occupational Health Referrals                         14
17      Self Certification/ Return to Work Meeting            15
18      Medical Certificates                                  15
19      Failure to Comply with Notification Procedure         15
20      Recording Absence                                     16
21      Compliance with the Regulation of Care (Scotland)     16
        Act 2001
22      Monitoring and Measurement of Attendance              17
23      Abuse of the System                                   17
24      Training                                              17


1.1   In line with the Visions and Values of Stirling Council, we are committed
      to the provision of high quality effective service delivery to all our
      customers, whilst also ensuring the well being and attendance of
      employees. Central to this is the Council’s obligation to the health, safety
      and welfare of all employees so far as is reasonably practicable. The
      Council also recognises the role of Occupational Health in both the
      prevention of ill health of employees and also in the promotion of
      employee well-being via health initiatives, screening programmes etc.

1.2   Supporting Attendance is fundamental to the continued and future
      success of Stirling Council.

1.3   Good management practice encourages regular monitoring and review of
      the levels and reasons for sickness and absence across the Council in
      order that absence trends can be recognised and reacted to. Employee
      health problems can therefore be identified and appropriate support can
      be offered.

1.4   Stirling Council is aware of the implications of and its responsibilities
      under the Disability Discrimination Act 1995 (as amended).

      The Disability Discrimination Act 1995 (DDA) defines a disability for this
      purpose as “A physical or mental impairment which has a substantial and
      long term adverse effect on a persons ability to carry out normal day to
      day activities”. The legislation creates a duty on employers to make
      “reasonable adjustments” and managers must make every reasonable
      effort to retain a disabled employee in employment. Reasonable
      adjustments may include changes to working patterns, or the provision of

1.5   The Council, in partnership with the Trade Unions, is committed to a fair
      and consistent approach to supporting attendance across the Council
      and to regular monitoring of attendance in all Services. Line managers
      must provide a proactive and responsive approach to attendance
      management in order that health or other problems can be discussed
      and     dealt   with    at     the    earliest  possible    opportunity.

1.6   Any concerns regarding the application of the policy should be directed to
      the Service Human Resource (HR) Adviser.

1.7   The Supporting Attendance Policy should be read in conjunction with the
      Attendance Capability Procedure, and the Manager and Employee
      Guides to Supporting Attendance.

2    SCOPE

     This policy applies to all Council Employees.


     This policy aims to ensure that every individual is treated fairly regardless
     of gender, race, age, status, disability, sexual orientation, religious or
     political beliefs. The principles of the Policy are to:

        promote the health, safety and wellbeing of employees;
        promote high levels of attendance at work;
        ensure that all employees recognise that their attendance is vital to
         the success of the Council and that their contribution is valued
        ensure employees are aware of and understand the Council’s position
         on supporting attendance at work, and their own responsibilities in
         reporting sickness absence
        ensure that line managers adopt a fair and consistent approach,
         taking account of individual circumstances, while seeking to achieve
         and maintain acceptable standards of attendance
        encourage employees to seek help and support with any problems
         which result in them not attending work;
        ensure employees are made aware of the support mechanisms
         available within the Council;
        ensure line managers and supervisors are trained to be able to
         monitor and manage attendance effectively, fairly and consistently;
        ensure line managers are aware of the levels of attendance across
         the Council and discuss these with the Trade Unions;
        encourage management and Trade Unions to work in partnership to
         assist in ensuring absence remains at an agreed acceptable level.


     Services will ensure that Managers are briefed on the policy who in turn
     will be responsible for cascading the Policy to their respective teams.

     Human Resources will have responsibility to undertake a review of this
     policy 18 months from the date of approval and thereafter, no less than
     every 3 years, in consultation with management and trade unions.


     “Sickness absence” is the generic term used to describe absence where
     the employee is incapable of carrying out the work he or she is employed
     to carry out because of a specific disease or bodily or mental

      “Line manager” is deemed to be the employee’s immediate line manager
      chargehand or supervisor, or the appropriate nominated individual for
      absence reporting purposes. In schools, this is deemed to be the
      teacher’s Headteacher, Principal Teacher or member of the School
      Management Team designated by the Headteacher.


6.1   Line managers are responsible for:

         promoting the health, safety and wellbeing of all employees, including
          the use of risk assessments to identify and manage hazards
          impacting on both physical and mental health in the workplace;
         motivating employees to attend work regularly;
         being aware of and encouraging the use of all Council support
         conducting return to work meetings and other attendance meetings;
         ensuring that all recording of sickness absence is maintained with
          respect for confidentiality and accuracy, by ensuring employees
          returning from absence are reported as having returned, and that
          Return to Work Forms and Medical Certificates are passed promptly
          to the HR team;
         ensuring employees are aware of the policy and their responsibilities,
          and the consequences of not complying with the Supporting
          Attendance Policy;
         monitoring levels of sickness absence for individuals and teams;
         fairly, consistently and timeously applying procedures to support and
          manage employee absences, whilst dealing with unjustified and/or
          high levels of sickness absence;
         maintaining a positive and preventive approach;
         being sensitive and supportive to those suffering the effects of ill
         maintaining regular communication with employees who are absent
          on long term sick leave;
         participating in training related to supporting attendance
         supporting others with their responsibilities for supporting attendance

6.2   Employees are responsible for:

         looking after their general health and wellbeing and seeking medical
          or other support where necessary;
         ensuring their lifestyle does not impact on their ability to attend work
         attending work unless unfit to do so;

             reporting sickness absences promptly in line with the reporting
              procedures and ensure that the appropriate certification is provided in
              accordance with the procedure
             attending return to work meetings and other attendance meetings;
             maintaining contact with their line manager during periods of sickness
              absence and communicating effectively about their sickness absence;
             advising their line manager of any illness which affects their ability to
              attend work or to undertake the duties of their post to a satisfactory
             raising concerns at an early stage with their line manager if they
              consider their sickness absence to be connected to their job;
             attending any appointments and co-operating fully with the
              Occupational Health (OH) Service and other organisations that
              provide support to the Council and its employees;
             ensuring that any medical advice and treatment received, is followed
              as quickly as possible in order to facilitate a return to work;
             not participating in any external activity which may be detrimental to
              their recovery;
             not abusing the supporting attendance procedures or sick pay

6.3       HR are responsible for:

         Providing professional advice and guidance on the application of the
          Supporting Attendance Policy to all stakeholders
         Ensuring all employees receive the appropriate Supporting Attendance
          information and training, and are aware of their responsibilities.
         Promoting and supporting management and employee actions which
          support attendance
         Providing regular information on attendance to all stakeholders, both
          Council wide and within specific Service areas
         Monitoring the operational application of the policy


          In order to support this policy and its implementation, the following
          services are available to line managers and employees:

7.1       Occupational Health Service
          The Occupational Health Service provides advice and guidance on the
          impact of ill health on work, and what steps the Council and/or employee
          may take to assist an employee to attend work. Occupational Health
          carries out health screening and health surveillance in respect of the
          duties of a particular post as a preventative measure.

7.2   Physiotherapy
      The Occupational Health Service provides access to fast track
      physiotherapy appointments for employees who are suffering from
      musculoskeletal injury. This service is provided as a preventative
      measure to absence and also as a rehabilitation option for those who are
      already absent from work.

7.3   Employee Counselling Service (ECS)
      The Employee Counselling Service provides a confidential service to
      employees, to enable them to discuss concerns related to work or
      personal circumstances.

7.4   Human Resources
      HR teams provide support and guidance to line managers and
      employees on the implementation and management of the Supporting
      Attendance Policy.

7.5   Healthy Working Lives
      Stirling Council is committed to promoting a healthier workforce and in
      this regard is participating in the Healthy Working Lives Award scheme.

7.6   Health and Safety
      The Corporate Health and Safety team and Health and Safety Advisers
      provide information and guidance on all Health and Safety issues.
      Managers should contact their Service Health and Safety representatives
      the first instance for advice.


8.1   In accordance with the Scheme of Pay and Conditions of Service, an
      employee who is absent from the Council due to ill health, and provided
      that they have complied with the Notification Procedure as detailed in
      point 14, will be entitled to payment of sickness allowance providing they
      have sufficient service and National Insurance contributions. This will be
      calculated IN ANY ONE 12 MONTH ROLLING PERIOD determined by
      commencement date of employment and date the employee becomes
      absent. Each employee’s entitlement to occupational sick pay is as
      detailed in their Statement of Particulars.

8.2   An employee who is paid any damages as the result of an accident will
      be required to repay any occupational sick pay advanced, this could be
      the total amount of occupational sick pay, or a proportion of this in
      relation to the amount of damages received.


9.1   In accordance with the Scheme of Pay and Conditions of Service, an
      employee will be excluded from entitlement to occupational sick pay
      where it is proven that the absence is due or attributable to:

         employee’s own misconduct or negligence

         active participation in professional sport for payment

         injury whilst working for private gain or for another employer


      All payments shall be in accordance with the Scheme of Pay and
      Conditions of Service.

      Employees are expected to attend any appointments and co-operate fully
      with the Occupational Health Service who provide support to the Council
      and its employees. An employee who repeatedly fails to attend any
      appointments provided under the OHS may be subject to the Disciplinary
      Procedures as appropriate.

      Where an employee returns to local authority service following a break
      for maternity reasons they will be entitled to have previous service taken
      into account for the purposes of entitlement to sickness allowance,
      provided that the break in service does not exceed 8 years and that there
      has been no paid employment during the break.


      Where an employee (including teachers) has been absent through
      sickness or injury for a period exceeding 3 months .

      Annual leave entitlement will be in line with the Working Time
      Regulations 1998 (as amended). Every employee – whether part-time or
      full-time is entitled to 28 days paid annual leave or a proportion thereof.
      This should be the same amount of time as their working week, for
      example, if an employee works a 5-day week, they are entitled to 28
      days’ leave; if they work a 3-day week, the entitlement is 17 days’ leave.

      This leave entitlement under the Regulations includes public holidays.

      Employees off sick for a whole leave year will be permitted to carry
      forward the statutory minimum (i.e. 28 days, inclusive of public holidays)
      to the next leave year. However this leave must be taken by 31 st March.

     If an employee returns from a period of sickness absence exceeding 3
     months within the last quarter of the leave year, the equivalent of the
     statutory minimum should, where possible be used by 31st December of
     that year.

     In situations where it is not reasonable to expect an employee to take this
     leave by 31 March, the line manager may extend this period. However
     any where there is any dubiety this should be referred to HR.

     When pro rating annual leave, line managers should seek advice from
     HR. When calculating Teachers leave entitlement this should be referred
     to HR.


     Absence due to normal sickness is entirely separate from absence
     through industrial disease or injury, which arises out of or in the course of
     employment. Periods of absence in respect of one will not be offset
     against the other for the purpose of calculating entitlements under the

     Absence due to an accident will only qualify for payment under this
     paragraph where details of the accident have been entered on the
     Council’s Accident or Dangerous Occurrence reporting Form, and where
     in the subsequent investigation the facts are recorded and found to be

     Every effort should be made by the employee or the line manager as
     appropriate, to ensure that all accidents are recorded. In circumstances
     where no entry is made at the time of the accident, the Council will not
     unreasonably refuse the payment of industrial injury allowance.


     This policy requires line managers to monitor the attendance of
     employees, to support employee wellbeing and improve attendance. The
     Council will support line managers in this process through training, and
     having in place HR and other support.

     Research indicates that the single most effective action to reduce
     absence is to consistently undertake return to work meetings for all staff
     who have been absent, irrespective of the length of the absence period,
     without exception.

     On an employee’s return to work following ANY period of sickness
     absence, the line manager must undertake a Return to Work Meeting,

       which is an informal meeting, with the employee. This must be on the
       first day back, or if that is not practicable, at the earliest opportunity.


       Employees, who otherwise meet the qualification requirements, are only
       entitled to occupational sick pay or Statutory Sick Pay provided that they
       fulfil the requirements of the Notification Procedure detailed below for any
       period of sickness absence from the Authority:

14.1   First Day

       This notification procedure is the subject of a temporary agreement to
       be reviewed at an agreed future date.

       If an employee is unable to attend work, they must report their absence
       via the 24 hour Customer Contact Centre absence line, 01786 443443,
       as soon as possible before their normal contractual start time.

       The employee will be given the option to be transferred to their line
       manager or to have their line manager or nominated person call them
       back during that day. If an employee does not wish to speak to their line
       manager at the time they report their absence, HR will be informed and
       will ensure that dialogue is instigated either that day or the following day.

       Where an employee works shifts outwith normal office hours, the
       sickness absence should be reported via the contact centre to the Duty
       Manager or Officer on call.

       Only in exceptional circumstances should a representative (such as
       husband or wife, partner, relative or friend) be asked to act on behalf of
       the employee, to ensure that the line manager is advised promptly of the
       employee’s absence and to ensure that where appropriate, the offer of
       support for stress and musculoskeletal injury can be offered to the
       employee at the earliest possible stage.

       Where an employee attends work and becomes unwell during the
       working day, this will be recorded on the employee’s record for
       attendance support purposes. For absence monitoring purposes the first
       day of absence will be recorded as the first full day of absence, and an
       employee is expected to follow the normal absence reporting procedures
       for this day.

14.2   Fourth Day

       If an employee is still absent due to illness on the 4th calendar day then
       they must phone their line manager directly and advise as to whether
       they anticipate the illness is likely to continue beyond seven days. If the
       fourth day falls on either a Saturday or Sunday and the employee’s
       normal pattern of work does not include these days, then the employee
       should telephone on the Monday morning.

14.3   More Than Seven Days

       If an employee is absent for more than seven calendar days, the
       employee should again contact the line manager no later than the 8 th day
       of absence and advise that they are still absent and that a Medical
       Certificate (Doctor’s Line) has been given for a specific period. The
       medical certificate should be sent to the appropriate line manager and
       thereafter the employee should keep the manager updated on any further
       certificates issued, at regular intervals.

14.4 The Council may consider alternative methods of absence reporting as
     technology or process changes. The Trade Unions would be consulted
     on updated proposals.


       At the earliest stage when a line manager becomes concerned about an
       employee’s health or level of attendance the matter should be raised with
       the employee.

15.1   Length of Absence

       Short term absences are those which last for less than 4 weeks. Any
       absence for up to 7 calendar days must be supported by a self-
       certificate/return to work meeting form.

       Any absence greater that 7 days must be supported by a medical

       Long term absence is any one period of absence which exceeds 28
       calendar days, and this must be supported by a medical certificate.

15.2   Attendance Support Indicators

       Attendance Support Indicators highlight to line managers where they
       must consider any supports required to improve the employee’s
       attendance at work. Absence Support Indicators are:

          4 or more occasions of sickness absence in a rolling 12 month period
           irrespective of length of absence /or:
          Two or more absences which in total exceed the Council’s specified
           target of 10 days or more absence, per employee, per annum. This
           figure will be pro rated for employees working part time hours,

          Regular patterns or specific days taken off attributed to sickness (For
           example, after public or school holidays, or added onto periods of
           annual leave. Patterns over previous years may also be taken into

15.3   Attendance Support Meeting - Overview

       Where an employee meets one of the above Attendance Support
       Indicators the line manager should consider carrying out an Attendance
       Support Meeting, to ensure all supports are provided to the employee to
       enable them to attend work.

       Although this is a formal meeting the style of the meeting should be
       positive and constructive endeavouring to explore the reasons for the
       absence, and to offer support.

       The line manager will always have a representative from HR in
       attendance. Attendance Support meetings must not be carried out by
       anyone who has not undergone appropriate training.

       An employee has the right to be represented by a Trade Union
       representative, or to be accompanied by a work colleague (for support).

15.4   Short Term Attendance Support Meeting

       Short Term Support meetings, i.e. for absences of less than 28 days,
       should be held where a trigger had been met, in order to ensure an
       employee has available to them all possible supports to ensure their
       attendance at work.

       Where necessary, a second Attendance Review and Support Meeting
       will normally take place 8/10 weeks later, with the same people present if
       possible, in order to review the progress, ensure assistance has been
       received, and to discuss general attendance records.

       Whether a second meeting is necessary, and the timeframe in which it is
       held, will depend on the circumstances of the absences.

15.5   Long-Term Attendance Support Meeting

       A Long Term Attendance Support Meeting should be held when an
       employee has been absent for more than 28 calendar days. This is an
       important part of maintaining contact with employees so that support can
       be offered by the Council.

       Although this formal meeting should take place after a period of 28
       calendar days, line managers should be in contact with the employee on
       receipt of a GP certificate, or where they have notice of a prospective
       long term absence, to check on the employee’s wellbeing and agree a
       suitable means of communication throughout the term of their absence.
       To ensure that regular contact is maintained, employees must remain
       contactable during periods of absence, and respond to letters and phone

       It is particularly important that employees submit medical certificates
       timeously to support their period of absence.

       The long term Attendance Support Meeting can be held in the workplace,
       or a mutually agreed location where the employee feels most
       comfortable, e.g. their home.

       The line manager will have a representative from HR. The employee will
       have the right to be represented by a Trade Union representative or to be
       accompanied by a work colleague (for support).

       In cases of prolonged long term absence, an Attendance Review and
       Support Meeting will be arranged around 8/10 weeks following the
       original Long Term meeting.

       In some circumstances a long term Attendance Review and Support
       Meeting may be held when an employee has returned to work, for
       example to ensure that the return to work is going as planned and is
       being appropriately supported, or to review any adaptations made to
       facilitate a return.

15.6   Progression to Attendance Capability or Disciplinary Procedures

       Each employee’s absence must be considered on individual
       circumstances, but in any event will be formally reviewed once an
       employee has been absent for 4 months (16 weeks). At this stage one of
       the options outlined below should be progressed, and a flowchart
       outlining this process is attached at Appendix 1.

       Further Support

       It should be established whether there is a foreseeable return to work
       date, and if any additional support would facilitate this. If so depending
       on the return date, the prognosis, and the circumstances of the case, the
       absence will normally be supported until a return to work takes place.

       Attendance Capability Procedure

       This procedure should be used if medical certification or Occupational
       Health (OH) information shows an underlying medical condition exists,
       and a view taken on whether continued or increased support will help the
       employee to sustain their attendance or to return to work.

     Each case should be considered on an individual basis taking into
     consideration the length of the current absence, nature of absence, the
     likelihood of recovery, the potential to attend work consistently or return
     to work.

     Where there is no foreseeable return to work date, and there is an
     underlying health reason for the absence, the Attendance Capability
     Procedure should be instigated with advice and guidance from HR.

     No Underlying Medical Condition

     Where on the basis of medical advice there is no underlying medical
     condition detrimentally affecting the employee’s overall capability, and
     where there is little or no evidence of improvement in an employee’s
     attendance, this may be dealt with in accordance with the Council’s
     Disciplinary Procedure.

     An example of this would be in situations where an employee continually
     meets the attendance support indicators, and medical advice suggests
     no underlying medical reason for this.

     Where an employee has received a disciplinary sanction for poor
     attendance, any further absences may be progressed via the Disciplinary
     Procedures as appropriate.


     The Council uses an Occupational Health Service (SERCO) to provide
     support and professional and specialist advice on all Occupational Health
     issues to employees and managers. Information will also be provided to
     managers to enable decision-making around workplace support and
     rehabilitation plans.

     Referral requests must be made via HR, and are dependant on individual
     circumstances, the following is summary guidance to assist.

         Where an employee is or has been absent due to work related
          stress, this should be an immediate referral via HR
         Where an employee has indicated through workstation assessment,
          formal 1-2-1’s or regular work reviews that they are having particular
          problems affecting their job, referrals may be made immediately.
          Employees do not need to be absent from work in order to be
        Employees on long term absence will normally be referred to OHS
          after 28 calendar days and certainly within 10 weeks of being absent,
          depending on the circumstances and reason for absence

           In the case of frequent short term absence, to determine if an
             underlying medical problem is a contributory factor
           Where a referral has been made to OH, employees repeatedly
            missing appointments without good reason, may be treated as non-
            compliant with the Supporting Attendance Policy, and this may be
            progressed via the Disciplinary Procedures.

16.1   Physiotherapy Referrals

       Occupational Health (SERCO) provides a physiotherapy service, which
       provides a focus primarily on how symptoms impact on work, and referral
       requests should be progressed via HR. If symptoms do not affect work,
       then advice will be given but further input would require to be sought
       either privately or though the employees GP.

       Referral Criteria
       You should refer musculoskeletal condition(s) that:
           Have resulted in sickness absence
           May result in future sickness absence
           Is the result of an injury at work
           Affects the ability of the employee to perform their full range of
             normal duties

       You should not refer musculoskeletal condition(s):

               that have been present for over 6 months, if the employee has
                remained at work
               as a result of sporting injuries that are not affecting work
               where the employee is already attending NHS or private

       Where a referral has been made to Physiotherapy, employees
       repeatedly missing appointments without good reason may be treated as
       non-compliant with the Supporting Attendance Policy, and this may be
       progressed via the Disciplinary Procedures.


       A self-certification must be completed for all periods of self-certified
       absence, i.e. the first 7 days of absence. The Council’s self certificate is
       the return to work interview form and this will be given to an employee
       returning from sickness absence for completion at their return to work

     The return to work meeting is a crucial step in supporting an employee’s
     attendance at work, and should be carried out at the earliest possible
     stage in an employees return to work, regardless of the length of the
     absence, thus ensuring the continued support for the attendance and
     wellbeing of the employee.

     Occupational Sick pay is conditional on the provision of relevant
     certification, either self or medical, therefore managers must ensure
     these are completed timeously.


     A medical certificate is required for all periods of absence in excess of
     seven days and must be posted or delivered to an employee’s line
     manager as soon as it has been issued. All medical certificates must run
     consecutively, i.e. every calendar day must be covered. Any uncertified
     periods of absence will be unpaid.

     In cases where a medical certificate covers a period exceeding 14 days
     or where more than one statement is necessary, the employee must,
     before returning to work, submit to the Council a final statement as to
     fitness to resume duties.

     On return to work from sickness absence, an employee must also
     complete a self-certificate for the first 7 days of absence.

     All seven days of the week count when calculating sickness absence for
     the purpose of calculating statutory sick pay, including non working days.

     Information provided by a GP in an employee’s Fit Note will be
     considered as part of an employee’s return to work.


     Should an employee fail to comply with the terms of the Notification
     Procedure as detailed in point 14, the line manager should discuss this
     with the employee at their Return to Work Meeting. Repeated instances
     should be fully discussed with the employee and may be progressed in
     line with the Disciplinary Procedures.


     All periods of sickness absence must be recorded on the Council’s
     computerised system, and all medical certificates and self certificates
     must be forwarded to HR at the earliest stage for the purpose of pay
     provision and inclusion in personal files.

       HR will be responsible for the recording of all absence details, these will
       be retained for the period of the employee’s employment, and for a
       period of 7 years thereafter. Details should include the reasons for the
       absence using the standard list of absence categories.              Where
       miscellaneous codes are used, this must be further explained on the
       return to work interview form in order that where appropriate any
       additional support action can be given.

        ACT 2001

       Where a manager is absent as a result of an emergency in any of the
       following services:

        Residential Care Homes - Adult and Child
        Adoption and Fostering Services
        Early Education and Childcare Services, including Nurseries in
        Housing Support Services,

       the Care Commission must be notified within one week of occurrence.

       Where the absence is planned/known, notification should be no later than
       14 days before the proposed absence.

       The Care Commission requires the following information:

        Length or expected length of absence
        The reason for the absence
        The arrangements which have been made for the running of the care
         service during the absence
        The name, address and qualifications of the person who manage the
         care service during the absence.

       The Service Manager is responsible for notifying the Care Commission.
       Failure to do so will breach the Regulation of Care (Scotland) Act 2001
       Reg 22(1) and 22(3).


       It is the responsibility of line managers, with the assistance of HR, to
       regularly and consistently review attendance across their part of the
       service, and to take appropriate action in terms of the policy and
       procedure where necessary.

     Management should regularly discuss with the Trade Unions general
     patterns emerging, areas of improvement and specific performance
     indicators for their parts of their service.

     Information will be provided to services, trade unions and Elected
     Members on a quarterly basis. Any data shared will ensure individual
     employees confidentiality is respected.


     Employees who are suspected of abuse of the Supporting Attendance
     system, may be subject to the Council’s Disciplinary Procedures.


     All line managers implementing the Supporting Attendance Policy must
     have attended the appropriate training in order to undertake this.

                                            Appendix 1




    TO WORK            MEETING

                                     REVIEW 8-10 WEEKS

                       ATTENDANCE REVIEW &
                       SUPPORT MEETING

                                     REVIEW 8-10 WEEKS

                       ATTENDANCE REVIEW &
                       SUPPORT MEETING


                  DISCIPLINARY      MOVE TO
                  PROCEDURES        ATTENDANCE
                     19             FLOWCHART

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