Attendance Management

Policy Scope:

This policy affects all members of South Yorkshire Police.

Policy Aims and Objectives:

The South Yorkshire Police Attendance Management policy aims to support regular attendance, minimise sickness absence, encourage a proactive and flexible approach to removing barriers to both continued work and prompt return to work, and to do this within a fair and consistent framework.

The organisation’s requirements are:

That our people are at work when they are well enough to be at work.
That they are absent when they are too ill to be at work.
That they return as soon as they are well - this may not be on full-time duties, as recuperative and restricted duties will be considered.

To help our people to do this, we will:

Ensure everyone knows what our policy is.
Ensure our line managers understand clearly what their role is.
Provide an effective working environment that promotes health and well-being.

Associated Procedural Instructions:

This policy is supported by the following procedural instructions:

Attendance Management: Instructions D50142

Application of Regulation 28 - Sick Pay D50894

Police Treatment Centre - D51519

Police Staff Sickness Absence D51317

Equality Act 2010

The Act creates a statutory requirement for all Functions and Policies (Including Procedural Instructions) to be analysed for their effect on equality, diversity and human rights, with due regard to the General Duty.

In principle, this document has been assessed for discrimination, which cannot be justified, among other diverse groups.

Human Rights/Discretion:

The purpose of providing policy is to give an indication to staff of the expected course of action. However it is not possible to cater for every possible combination of factors that would justify a departure from stated policy. The Human Rights Act 1998 requires the proper use of discretion at all times and nothing within this policy and associated procedural instructions prohibits the proper use of discretion in appropriate circumstances.

Where action is taken that has the potential to interfere with an individual’s Human Rights, the reasons behind the making of the decision to act in that way should be recorded on the appropriate forms, or where this is not practicable, in pocket books or policy logs.

Freedom of Information Act 2000

Exemptions do not apply to this statement of agreed policy under the Freedom of Information Act 2000.

Audit Review Arrangements:

This policy together with its Equality Analysis will be reviewed every 3 years

Rights of redress for members of the public:

Anyone who feels that a member of staff has behaved incorrectly or unfairly, or who is dissatisfied with organisational matters, service delivery or other operational policing issues, has the right to make a complaint.

Initial action should be taken in one of the following ways:

Complain in writing or in person to the Senior Officer at the appropriate police station or to the Chief Constable of the force concerned.
Visit a local Citizens' Advice Bureau
Contact a Solicitor

Rights of redress for South Yorkshire Police personnel:

South Yorkshire Police personnel who feel they have grounds for concern in relation to the implementation of policies may, as appropriate:

Pursue concerns through their line manager.
Contact a First Contact Advisor.
Pursue a grievance formally through the South Yorkshire Police Fairness at Work Procedure.
Seek advice from their staff association or trades union.
Use procedural instruction D50241 Management of Complaints, in the section entitled Handling Complaints relating to Direction and Control.

Start Date:

14 April 2003 (amended November 2005)

Equality Analysis:

D50141 Attendance Management.pdf