Sickness absence policy put back to 15 March

Following representations from the unions to the Council's Policy and Strategy Committee, the full Edinburgh Council meeting on 2 February 2012 agreed to postpone the imposition of the new sickness absence policy until 15 March 2012 to try to reach a negotiated settlement in an implementation plan with the trade unions.

A Working Group (Managing Attendance Procedure - Implementation Team) is being set up and all of the trade unions will be involved. We are currently trying to agree the terms of reference.

UNISON's position is that it will be looking for positive talks to achieve a positive procedure. A key element will be clarification of the Head of HR's assurance to councillors that no-one who is genuinely ill will have anything to fear from the policy.

We will be arguing there is a need to revisit the procedure, include the amendment put forward at the Policy & Strategy Committee (to give discretion to managers) and the comments made at a meeting between UNISON, the Administration and the Chief Executive.

UNISON welcomes statements that the employer recognises that the majority of people are off for genuine reasons, and that the policy is intended to be supportive and that people who are genuinely off ill have nothing to fear from the report that went to Policy and Strategy Committee.

UNISON also welcomes the statement that the employer wants to work with the trade unions to help reduce absence levels. UNISON has always recognised the impact that absences have on colleagues and services. It also accepts that supportive procedures exist. This issue is that they to be applied fairly, managers need to be trained on them and staff need to be aware of them.

UNISON has also sought legal advice and drafted a letter with the aim of sending out to all members should the talks fail.

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UNISON wins more time to put case against sickness absence policy

UPDATE: 1 Feb 2011. After meetings with councillors, UNISON oficers are hopeful that the full council on Thursday will further delay implementation for more talks. Report will follow...

Tues 24/1/12

UNISON has won more time to put the union's case against the council's proposed new sickness absence policy.

At today's Policy and Strategy Committee, UNISON set out the union's concerns about the 'draconian' policy (see below) and its reasons for opposing it.

Lib Dem and SNP councillors agreed to ask that a sentence be added to the policy to allow managers to apply discretion. Labour councillors asked for a continuation to next month's committee to allow for meeting with Administration and Chief Executive to take place.

The Lib Dem/SNP motion was carried so Labour asked that it be referred to Full Council in February and this was carried.

The issue will now go before the full Council on Thursday 2 February and in the meantime, UNISON Branch Secertary Agnes Petkevicius has asked for a meeting with the Administration to outline UNISON's concerns.

IMPORTANT UPDATE ON MANAGING ATTENDANCE AT WORK (SICKNESS ABSENCE)

22/1/12

BACKGROUND

There is a drive within the council to reduce absence levels across the council and the current target is 4%. As a way of achieving this, there was a proposal to introduce a new Absence Management Procedure.

Only 3 meetings were held to discuss draft and after some minor changes the Council served a 4 month notice to withdraw from the present procedure, and impose the new procedure. The date for imposition is the 30 January, 2012.

Some changes have been made e.g. no need to provide a GP note from day one. However, after discussion with stewards and Branch Service & Conditions officers, it was decided that an Avoidance of Dispute should be raised against the new procedure and also the FirstCare pilot scheme. This was sent beginning of December.

Since that date we have had 2 further meetings with Philip Barr, but they have resulted in no change. We are still in Dispute over this matter.

WHAT THE NEW POLICY MEANS TO YOU:

1. Change to procedure triggers - 6 days or 3 unrelated absences in a rolling year will mean a Stage 1 warning

2. An employee on the formal stage warning will lose their annual increment as per Modernising Pay guidelines.

3. New procedure has 3 stages before dismissal, compared to 4 stages in current procedure.

4. Transition from current to new procedure. If sick after the 30th January, then a review of the employee's absence record from the previous year will be instigated, and if this meets the new triggers then a Stage 1 warning will be implemented.

5. The new procedure demonstrates very little support of employees with an illness. Lack of counselling stage, little discretion for managers.

6. Stages are applied to both short and long-term sickness. It also allows the fast tracking of stages.

FIRST CARE PILOT SCHEME:

This pilot scheme is a new reporting absence procedure for employees. The pilot will run for a year. This was introduced in December, 2011 without any consultation. The pilot has been implemented in 13 different groups across the council.

Issues raised about the pilot scheme:

1. Lack of consultation. An initial information day where First Care gave a presentation, but there was no further discussion on how, when and who would take part. UNISON did not agree to this pilot, and the avoidance of dispute includes our opposition.

2. Why introduce another reporting absence procedure, when we already have a robust reporting system?

3. Why in this time of cuts and job losses are the council paying for a private company to manage sickness absence?

4. How can the council assess if this pilot is successful or not when they are also introducing a new procedure?

5. Feedback from members highlights many problems with this type of reporting procedure. E.g. you still have to phone your line manager to inform them, if you have planned meetings etc. for that day you are absent.

ADVICE FOR MEMBERS IN THE FIRST CARE PILOT SCHEME:

For members who are now part of this pilot we advise you to comply with the pilot for the moment. This is because management have indicated that employees will be disciplined if they don't participate.

Remember, any formal stage in the disciplinary or sickness procedure means an employee on the formal stage of these procedures will lose their annual increment as per Modernising Pay guidelines.

HOW DO WE OPPOSE THIS NEW POLICY AND FIRST CARE PILOT SCHEME?

1. Branch Officers have and are willing to continue to meet with HR to try and negotiate further.

2. Legal advice has been sought, and we hope to have a letter for individual members to sign showing compliance under duress, and show our opposition.

3. Stewards are informing members and encouraging them to join a action campaign against this new procedure.

4. On 24.1.12 the Council's Policy and Strategy committee will meet to agree/disagree with the new procedure. The Branch will send a deputisation to put our views forward and ask for proper consultation on this issue and/or withdrawal from this procedure.

If you are concerned or have questions, please contact your shop steward or the Branch. Look out for further info.