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 DATE
OF ABSENCE DEPARTMENT
NOTIFIED
TYPE OF ABSENCE NATURE OF ILLNESS/
(SEE OVER)
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 problems
Injury, fracture
Other musculoskeletal problems
Anxiety/stress/depression/other psychiatric illness
Substance abuse – including alcoholism & drug abuse
Hospitalisation
Genitourinary & gynaecological disorders – exclude pregnancy related disorders
Pregnancy related disorders
Headache/migraine
Eye problems
Dental 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
3.
Please enclose medical certificates with this form.
4.
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.
Code
Description
A
Personal 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:
B
1 – 3 working days – none
4 – 7 calendar days – personal
8 or more calendar days – medical
Paternity 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.
C
Adoption Leave (paternity)
Refer to University’s family leave guidance (intranet.birmingham.ac.uk/hr/leave/family/) or Human Resources for advice.
D
Compassionate 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.pdf from Human Resources.
F
Parental 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 details are contained in the University’s family leave guidance (intranet.birmingham.ac.uk/hr/leave/family/) or are available from Human Resources.
G
Time off for Dependants
Employees have a statutory right to take a ’reasonable amount’ of unpaid time 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 a right 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
H
Other Unpaid Leave: Granted at the discretion of the Head of College/Budget Centre.
I
Unauthorised 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