RETURN TO WORK/FIT FOR WORK/WELFARE MEETING.

• Employee

• Conducted on

  Date

• Site

• Completed by

GUIDANCE NOTES FOR CONDUCTING THE RETURN TO WORK/FIT FOR WORK /WELFARE MEETING.

• For every period of absence, a return to work interview should be conducted.
  For any incident/accident or welfare matter, a fit for work meeting should be conducted.
  
  This meeting is to enable the member of staff to share concerns about their illness, welfare, accident or injury along with their general state of health in relation to their job. It is essential in monitoring absence accurately and in reinforcing the message that Aston Services Group cares about members of staff and their welfare and health.
  
  The degree of formality and length of the interview will depend on the circumstances.
  
  If the member of staff is rarely on sick leave the meeting may be brief.
  
  However, should the member of staff be returning to work after a succession of frequent intermittent absences, after a long term absence, or a serious illness, accident or injury, or a welfare matter that may have a physical or mental effect, the interview should be much more structured.
  
  ASG have a duty of care to the employee and this meeting is being held to ensure that duty and care is provided.
  
  The purpose of the return to work interview is to see how the member of staff is and establish the cause of the absence.
  
  Where appropriate, discuss any further action.
  
  Should the Fit Note state that the member of staff is fit for work taking into account certain advice ie: Light Duties, this should be discussed and reviewed with the member of staff and it may be necessary for a Medical Questionnaire to be obtained, in which case the member of staff will be required to provide a letter of consent (to be attached to the questionnaire).
  You should be prepared to discuss any suggestions made by the GP and whether or not they are feasible or can be accommodated for the work that is undertaken.

Questions

• Position/Job title:

• Is this meeting in relation to:

  illness

  accident

  injury

  welfare

• Date commenced:

  Date

• Details, Symptoms etc.

• Date and time occurred:

  Date

• Details, location, witnesses etc.

• Is this Work Related

  Yes

  No

• Please provide details

• Accident Book Completed (if applicable).<br>If Yes, add photo of entry.

  Yes

  No

• Please explain why;

• Date and time occurred :

  Date

• Details including location, witnesses, cause etc.

• Is this Work Related

  Yes

  No

• Please provide details

• Accident Book Completed (if applicable).<br>If Yes, add photo of entry.

  Yes

  No

• Please explain why;

• Date welfare concern arose:

  Date

• Details of welfare issue.

• Have you been absent from work?

  Yes

  No

• Date absence commenced:

  Date

• Date and time of return to work/first shift back:

  Date

• Total Number of Days absent

• Self-certification form completed/Fit note received?<br>(Attach a photo where applicable, and send original to head office)

  Yes

  No

• Explain why;

• Did you contact anyone from ASG? If yes, Please state name.

  Supervisor

  Line Manager

  Ops Manager

  Other-Please state:

  No one.

• Please advise why:

• Absence Related to third party claim

  Yes

  No

• Please explain:

• Are there Previous Absences?

  Yes

  No

• Date from:

  Date

• Date to:

  Date

• Total Number of Days absent

• Reason for absence:

• Does this absence exceed any of the following trigger points- • 3 or more periods in excess of 10 working days/12 months. • Persistent 5 days per absence (self-certified)/ 12 months. • 3 or more self-certified periods in 4 months. A welfare matter where physical or mental well being is a concern. Yes/No

  Yes

  No

Please continue with further Questions

• Do you believe you are fully recovered?

  Yes

  No

• Please discuss how you are feeling and how we can help?

• Do you intend seeing your GP/attend hospital in the future?

  Yes

  No

• Date and time of next appointment:

  Date

• Are you receiving any treatment/medication to assist your recovery?

  Yes

  No

• Please specify details:

• Do you believe you are fit to carry out your role and carry out the duties and responsibilities expected within this role?

  Yes

  No

• Please state any specific duties within your current role that feel you would be unable to carry out;

• How do you feel you would currently deal with a challenging situation within your role, should it arise;

• Note: We have a duty of care, and this especially applies where an employee is in a ‘lone working’ position or is vulnerable, physically or mentally. Are you a Lone worker?

  Yes

  No

• LONE WORKER: Is there any possibility that your current situation could affect your duties as a Lone working employee?

  Yes

  No

• Please provide details and discuss how we can assist ie: Increase check calls. Temp change of shifts

• Is there a possibility of re-occurance?

  Yes

  No

• Please provide details:

• Where there any other reasons for the absence?

  Yes

  No

• Please provide details:

• Is there anything that Aston services group can do to prevent the absence re-occurring?

  Yes

  No

  N/A

• Please discuss:

• Do you feel this was connected with work?

  Yes

  No

  N/A

• Please discuss:

• Is a further review required?

  Yes

  No

• Next review/meeting

  Date

• Is any action required?

  Yes

  No

• Actions:

• Has the employee been advised that attendance and welfare of ASG employees is monitored as the company have a Duty of Care.

  Yes

  No

• Are there any concerns regarding the sickness/absence level of this employee?

  Yes

  No

• Advise employee of absence and sickness policy. Sickness absence and statutory sick pay (SSP) During authorised absence due to sickness you are only entitled to SSP, provided you earn more than the minimum criteria set out in the SSP regulations. Any payment made to you in the event of your absence due to sickness or injury in excess of any entitlement you may have to SSP is entirely at the discretion of the Company. a) Waiting days - before payments of SSP are made to you there is a period of 3 waiting days. This will start from the first day that you should have been available for work. b) SSP - if you are sick for a period of 4 or more days, we may pay you SSP if you are eligible. SSP is treated the same as wages and is subject to Income Tax deductions and National Insurance contributions. c) Self-certification - On your return to work after a period of sickness of less than 7 days, you must complete the self-certification documentation and hand it to your Line Manager. d) Doctor’s medical certificate - if you are sick and your absence has been, or you think will be longer than 7 calendar days, you must obtain a doctor’s medical certificate and submit it to your Line Manager. If your sickness runs over 7 days you must notify your Line Manager once a week and supply us with a doctor's medical certificate to cover your absence. It is important that you comply with these procedures or else your SSP may be delayed or not paid at all. Payments may be withheld if we believe there is reason to doubt the validity of a claim for sick pay. Please be aware that if you fail to follow the above requirements, disciplinary action may be taken. We reserve the right to order an independent medical examination where considered necessary. Unauthorised absences or false reporting of sickness are serious disciplinary matters. If you are taking medication you must tell your doctor the nature of your work or inform your Line Manager. Some medication causes drowsiness, which can be dangerous in certain circumstances. If you are absent from work as a result of an injury or illness for which you later receive compensation, you agree to reimburse the Company for any sick pay that you have received that the Company is unable to recover from any other sources.

• Are there any further comments/concerns

  Yes

  No

  N/A

• Employee:

  Sign

• Manager completing notes:

  Sign