Stage 2 Attendance Review Meeting

If a decision is made to commence Stage 2, the Stage 2 attendance review meeting immediately follows the Stage 1 outcome meeting.  The manager must review and, and set a review period during which absence will be monitored and improvements in attendance sought. It is recommended that the review period is no longer than 12 weeks.

Stage 2 Outcome Meeting
At the end of the review period, or at an earlier date where it is evident that the improvement required will not be met, the manager and the employee will meet to discuss attendance.

There are three potential outcomes at the end of the Stage 2 review period;

1. Return to Normal Monitoring
If the required improvement in attendance has been achieved the employee will be advised that their attendance will no longer be subject to regular reviews under the Supporting Attendance and Wellbeing procedure. It should be noted that where an employee is unable to sustain their attendance any point in the next 12 months, the manager has the option to move the employee back into the procedure at the point at which they left i.e. the end of Stage 2.

2. Extend the Review Period 
It may be applicable to extend the review period where annual leave or special leave has occurred during a Stage 2 review period or when medical information is not immediately available to inform a decision or when sickness absence has improved but not quite enough to return to normal monitoring.

3. Progression to Stage 3
It would be appropriate to issue a final caution and progress to Stage 3 of the procedure in the following circumstances;

No Underlying Medical Condition – If no underlying medical condition has been identified to explain the reason that improvement in attendance has not been achieved.

Underlying Medical Condition – If absence relates to an underlying medical condition, reasonable and practical adjustments have been considered and implemented (where appropriate) and the level of absence is unsustainable for the service.

Continuous Absence of more than 4 weeks – If the employee is currently absent and the medical evidence suggests that they may be unlikely to return to work within a reasonable timescale, with or without reasonable adjustments, before progressing to stage 3, redeployment and ill health retirement (see section 7.0) must be investigated and ruled out as alternatives.

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