As a people manager you play a key role in achieving and maintaining the level of attendance at work that is needed for business performance. Your actions set standards and • Contributions valued send clear messages to your team. • Situations treated fairly • Team members know where they stand Absence due to genuine illness happens in any business. It • Support provided is the way that this absence is managed that differentiates quickly when needed the high performing organisations: Effective attendance • Impact of unplanned management contributes to business performance by absence is managed. optimising workforce effectiveness as well as controlling costs. This training is designed to support you to manage absence effectively and confidently, using the policy as your tool. By attending this session you will have the knowledge and • Best value gained from tools to deal with absence confidently. You will: sick pay bill • Support services (e.g. OH) used to give best • Have a clear knowledge of the way in which warnings quality support aid you to manage attendance • Cost of impact of loss of capacity and delay in • Be able to identify the role of mitigation – when to use production managed. it and why • Respond to requests to be sent home indisposed that both manage the impact on the business and supports employee wellbeing. 2
2014 Average Sickness Absence – 3.87% February – February – This Equates Average Fourth in the to 1 Single Sickness European Aisle Wing Set Absence – League Table Per Week 4.48% 4,641 Lost Attendance Hours 3
• Managing absence is one of your key responsibilities as a people manager. A people manager plays a What are the benefits – and what do you find most challenging about it? critical role to set the tone and enforce the policy • Attendance management is important to delivering business success • Managing in line with the policy & in a timely way is an expectation of all people managers • Good quality management of attendance is an indicator of a successful people manager in Airbus 4
• RTW and ID meetings are mandatory - irrespective of the barriers to completing them • They are mandatory because they deliver all the benefits of managing attendance: i.e. benefits to: – The business – The workforce – The employee 5
The AMS supports the business to manage attendance effectively and within the legal framework. The legal framework is designed to recognise that, whilst an employee may be genuinely ill – and in that sense it is not their fault that they are ill – absence has an impact on business performance. For that reason absence can be managed. It goes further to say that it should be managed – in order to protect from discrimination if an employee is disabled and maintain health and safety. Fair management requires: 6
The role of a warning is to notify an employee that their level of attendance is • There is a benefit to causing concern to the organisation and according to the theory, humans employees seeing the warning cope better with bad news than they do with uncertainty: Describe the stages being followed through decisions at the decision point that would make the application of the policy consistently – to know where feel unfair: they stand. • A warning about levels of attendance in no way questions the genuine-nature of the illness: It is a formal notification that the level of Warning? attendance is of concern to the business • Reissuing warnings is an Give a exceptional step, to be taken warning only when the mitigation circumstances apply to the case and it is necessary to do Trigger Don’t give a so. reached warning [Re-issue a warning] 7
• The policy sets out the only The policy provides for circumstances where you can use your judgement not to circumstances when mitigation is progress through the policy at the decision point. – i.e. when an exceptional set possible of circumstances arises. The Policy provides: • Mitigation is potentially available “ Where Occupational Health identify a disability, chronic health issue or where an when: employee undergoes an operation and post- operative care is identified” – an employee is actively managing an on-going long term and substantial health concern The Policy goes on to give the following example: that it would be reasonable to expect would cause some level “Cancer, Dementia, Epilepsy, MS, Parkinson’s Disease, Schizophrenia, Bipolar” incapacity for work despite that active management • Even in these circumstances mitigation is the exception, not the norm • It is important to have a clear rationale of applying mitigation – talk to your HRBP if you have concerns. Adjourn and use your network (more senior manager, OH etc.) • Mitigation does not change the fact that RTW and IDs are mandatory 8
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• Patterns of absence are given particular attention in the policy: They Patterns of absence may or trigger management of the attendance even though the quantity of may not be due to genuine absence means a trigger has not been reached. illness • Absence when the illness is not genuine is a disciplinary issue • Patterns of genuine illness can and should be managed as they may indicate underlying causes. • The policy is a tool to investigate patterns without suggesting you have pre- judged the cause. 10
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• Requests to go home indisposed ask you to respond immediately. It can Requests that are granted be the case that you feel that ‘yes’ is the only feasible response. Here is a have an impact on business structure to see if there are other options – so if you do need to, saying performance ‘yes’ is something you are choosing to say, having explored other options first: • You under no obligation to say ‘yes’ automatically if an employee requests to go “Yes, home indisposed I can understand why you have asked that • You can explore what other work an employee could do but for the rest of their shift to manage their symptoms. What else could you try? [different work package/short Consider a short break to see break?] if symptoms improve. Try [option] and let me know how you are in [set timeframe].” • If you do agree for the employee to go home indisposed, you will do a return to work-type interview when they return. 12
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• Thank you for attending. • Your HRBP will be able to help to talk through situations to apply all you have learnt today and will help you make use of your network (OH etc.) • The more you use the tools the more straightforward they will seem • The policy and guidance is also available on The Hub – including new guidance on being sent home indisposed 14
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