SICKNESS AND ABSENCE RETURN – ALL STAFF (INCLUDING ACADEMIC AND RELATED)

FROM: COLLEGE/SCHOOL/BUDGET CENTRE …………………………………………………………………….. TO: FINANCE OFFICE

WEEK ENDING …………………………………………………………………………………………….

NAME (1)

/ PAYROLL
NUMBER / FIRST DATE
OF ABSENCE / DATE DEPARTMENT
NOTIFIED / TYPE OF ABSENCE
(SEE OVER) / NATURE OF ILLNESS/
INJURY (WHERE APPLICABLE) (2) / PERIOD COVERED BY MEDICAL CERTIFICATE IF APPLICABLE (3) / DATE OF ACTUAL
RETURN TO WORK, IF APPLICABLE (4)

Notes:

  1. Please indicate if the member of staff is on probation.
  2. Nature of Illness/Injury: Please choose from the following list:

Cold, cough, flu; influenza Ear, nose, throat (ENT) Asthma Other chest and respiratory problems

Gastrointestinal problems (e.g. abdominal pain, gastroenteritis, vomiting, diarrhoea)Burns, poisoning, frostbite, hypothermia

Back problemsInjury, fractureOther musculoskeletal problems

Anxiety/stress/depression/other psychiatric illness Substance abuse – including alcoholism & drug abuseHospitalisation

Genitourinary & gynaecological disorders – exclude pregnancy related disordersPregnancy related disorders

Headache/migraine Eye problemsDental and oral problems

Endocrine/glandular problems (e.g. diabetes, thyroid, metabolic problems)Blood disorders (e.g. anaemia)

Benign and malignant tumours, cancers Heart, cardiac and circulatory problems Nervous system diseases

Infectious diseases Skin disorders Unknown causes / not specified

  1. Please enclose medical certificates with this form.
  2. If a member of staff who was absent last week returned to work at the start of this week, that person should be entered on this week’s absence return to record his/her date of return to work.

SIGNED …………………………………….. NAME …………………………………………………………… DATED……………………………………

NOTES ON RECORDING ABSENCES

Absence for any of the following reasons should be entered on the absence monitoring form which should be sent to Human Resources on the Monday of each week for absences during the preceding week. All categories of staff, academic and support staff, should be included on the form. The type of absence should be entered on the form using the relevant code below. The brief details set out below are for guidance only: full details are available on the HR website or from Human Resources on request.

CodeDescription

APersonal Sickness

Beyond the initial probationary period (for support staff), up to the limits set out in the contract of employment and subject to correct reporting by the employee, sickness absence is paid. Advice on the management of sickness absence for support staff is contained in the University’s Attendance Management Policy for Support Staff (intranet.birmingham.ac.uk/hr/leave/health/management.aspx) or from Human Resources.

Sickness certificates required:1 – 3 working days – none

4 – 7 calendar days – personal

8 or more calendar days – medical

BPaternity Leave

Conditions of employment provide for 10 days paid leave (on full pay) on the birth of a child. More information is available in the University’s family leave guidance (intranet.birmingham.ac.uk/hr/leave/family/) or from Human Resources.

CAdoption Leave (paternity)

Refer to University’s family leave guidance (intranet.birmingham.ac.uk/hr/leave/family/)or Human Resources for advice.

DCompassionate Leave

Heads of School/Budget Centre have discretion to grant up to 5 days paid leave (per event) on the death of a close relative/partner/dependant or in the event of a life-threatening emergency affecting such a person.

More information is available in the University’s family leave guidance (intranet.birmingham.ac.uk/hr/leave/family/) or from Human Resources

E Jury Service and Public Service Leave

In the case of jury service, members of staff concerned should claim re-imbursement of salary from the court, and their University salary will be reduced by the level of the re-imbursement. Please note that there are certain conventions in relation to (unpaid) leave for such purposes as performance of reserve forces or other public duties; further advice on this and on jury service is available on the Human Resources website at intranet.birmingham.ac.uk/hr/documents/public/public-duties.pdffrom Human Resources.

FParental Leave

Employees have a statutory right to take up to 4 weeks unpaid parental leave a year (in addition to any other form of leave) for each of their qualifying children (those aged under 5 years, or under 18 years in the case of disabled children) Further detailsare contained in the University’s family leave guidance (intranet.birmingham.ac.uk/hr/leave/family/) or are available from Human Resources.

GTime off for Dependants

Employees have a statutory right to take a ’reasonable amount’ ofunpaidtime off to deal with a sudden or unexpected incident involving a dependant (i.e. the employee’s parent, spouse, partner, child, or other person for whom the employee is the main carer). The employee has aright to time off:

-to help when a dependant is ill or injured;

-to cope when arrangements for caring for a dependant break down;

-when a dependant gives birth;

-when a dependant dies;

-to deal with a serious incident involving a dependent child during school hours or on a school trip.

More information is available in the University’s family leave guidance (intranet.birmingham.ac.uk/hr/leave/family/) or from Human Resources

HOther Unpaid Leave: Granted at the discretion of the Head of College/Budget Centre.

IUnauthorised Absence: Please inform Human Resources separately of the circumstances surrounding such absences.

You should not include on this form:

-Maternity Leave: all cases of maternity absence (including maternity adoption leave) should be referred to Human Resources

-Annual Leave: records should be kept within the School/Budget Centre

-Other forms of leave granted under the Leave Appendix to conditions of employment for academic and related staff (e.g. Study Leave)

-Time off in lieu of overtime worked.

-Time off for trade union duties: refer to Human Resources

Human Resources

Jan 2014