Agenda item

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.