Minutes:
Members considered the
monitoring report that highlighted the sickness absence data for Quarter 2
2016/2017.
Members asked how the Council
could ensure that the management of absence be fair and reasonable and how
would managers ensure compliance with employment law? Officers advised that if
Managers comply with the Policy Framework this will help ensure compliant with
relevant employment legislation. As
every policy contains elements of manager discretion, Managers are also
supported by being provided with appropriate training.
Members queried sickness
levels within schools. It was suggested that a standard item be added to the
Schools Standard Monitoring Group requesting updates from each school on the
level of sickness and how sickness is being managed.
Members commended the report
and highlighted that it was interesting to note that sickness in Schools in
relation to the teaching workforce has reduced in the quarter by 5% and in
relation to support staff it has stabilised. Members were particularly
interested that more non-teaching staff have had 3 or more instances of
sickness absence but that the days lost by these employees has reduced, which
would tend to suggest that sickness is being better managed within schools.
It was noted that Stress at
work related sickness was being managed well and officers highlighted that even
though Stress related sickness had not decreased, it was now being more
accurately recorded and was now split between work related stress and other
stress. Work related stress accounts for
less than 15% of stress related absence.
Members queried whether
bereavement and grief related absences had increased due to the authority
becoming an older workforce. Officers highlighted that there is a perception
that the Authority is an older workforce, however it
generally falls within the middle age category. Officers informed the committee
that data could be collected to research whether there was any link between
reasons for absence and reasons for absence.
Members were advised that
specific job roles could affect sickness levels, for example a carer could be
expected to have more sickness than an office worker.
Members asked whether there
were individuals who continue to challenge the system in relation to sickness
absence and officers stated that there have been particular areas within the
policy that have been challenged and this has resulted in a review of the
policy to tighten the policy and make it even more robust.
Following Scrutiny the report
was noted.
Supporting documents: