You must always hold a return to WORK REVIEW and, if after this discussion, you feel that no further action is necessary this is acceptable provided the employee’s absence has not met or EXCEEDED the Council’s sickness absence target. 

Where the employee’s absence has met or exceeded the Council’s sickness absence target you should invite the employee to a FIRST Stage eview and, as a minimum, ESTABLISH a support programme and monitoring period of at least 6 months. It may be appropriate to take no action, due to the circumstances of a particular case, but this will require the approval of your Deputy Director/Head Teacher.

You must always hold a return to work review and, if after this discussion, you feel that no further action is necessary this is acceptable provided the employee’s absence has not met or exceeded the Council’s sickness absence target. 

Where the employee’s absence has met or exceeded the Council’s sickness absence target you should invite the employee to a First Stage eview and, as a minimum, establish a support programme and monitoring period of at least 6 months. It may be appropriate to take no action, due to the circumstances of a particular case, but this will require the approval of your Deputy Director/Head Teacher.