(a)

the report reviewed the rolling year to date sickness absence across the authority (including schools) by comparing sickness absence against targets and labour market data (where available);

(b)

the Council was responsible for a total of 40 schools (either Community or Voluntary Controlled Schools);

(c)

the total number of days lost in schools was 14,307.30 (rolling year to date) which equated to an average of 7.71 lost days per full time equivalent (FTE) (3.27%);

(d)

the total number of days lost across the authority was 18,372.33 (rolling year to date) which equated to an average of 7.55 lost days per (FTE) (3.20%);

(e)

corporate sickness remained under target; sickness had decreased by half a day per employee, as compared to an average of 8.05 per (FTE) in August 2015;

(f)

the Council’s target was an average of 8.49 days (FTE), compared to the public sector average of 8.7 days lost; the private sector average hours lost to sickness was 1.8% (although it was unclear whether this percentage was for short term absence only which was normally the figure reported within the private sector);

(g)

the top six reasons for short term absence across the authority (including schools) were -

?

cold/flu

?

musculoskeletal

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stress/depression and psychological;

?

stomach/gastric;

?

respiratory;

?

ear nose and throat;

(h)

there were a range of approaches used to manage sickness absence which included -

?

the implementation of a Workplace Wellbeing Charter;

?

an Employee Assistance Programme;

?

access to Occupational Health services.

(i)

the take-up of the flu jab by employees in previous years;

(j)

the cost of absence to the authority in terms of both money and productivity.

(k)

managers were fully trained on sickness absence monitoring and were clear on what was expected; each case should be reviewed compassionately whilst balancing that against the need to deliver a service; HR advisers were able to offer both guidance and support during this process;

(l)

the Staffroom pages on the intranet provided staff with information relating to policies, procedures and health initiatives; line managers were able to provide this information to staff who did not have access to the website;

(n)

long term sick employees would be referred to the occupational health service; a copy of their role profile and the reason for their absences would also be provided; advice would be sought on whether the employee would be able to return to their role;

(m)

trade union representatives were fully engaged in supporting staff (who were trade union members) through the capability process;

(o)

reasonable adjustments would be made to support individuals with a disability to work for the Council;

(p)

Occupational Health are able to provide additional information, to that provided by a GP, as they can examine the impact the medical condition has on the employees ability to carry out the role in which they are employed.