As of the 1st of March 2020, the new NHS Scotland Workforce Attendance Policy will replace the current NHS Greater Glasgow and Clyde Policy.
New Attendance Cases;
For all new attendance cases please use the above link to access the policy and extensive supporting documentation.
Existing Attendance Cases;
Individuals currently within a process under NHS GGC existing policy should complete the process under the NHS GG&C policy, unless:
[email protected] or 0141 278 2700 option 2
The aim of the Attendance Management Policy is to help the Board make the most of the employee attendance by reducing both short and long-term absence through promoting positive attitudes to work and effectively working in partnerships with all parties to reduce employee absence to the minimum levels as possible.
Please note: the contact number on Appendix 3 for SANDS (Stillbirth and Neonatal Death Society) is no longer available.
Please note: there are further procedures that cover all medical and dental staff, which have been implemented to help prevent hard to patients resulting from physical or mental disability in medial and dental staff.
Phased Return following long term absence
Following long term absence the arrangements are that an employee who returns to work on a phased return as recommended by Occupational Health will be entitled to be paid for a period of up to 4 weeks at their normal contractual pay.
If the phased return needs to extend beyond 4 weeks, the employee will be expected to contribute any accrued annual leave. However, if an employee does not wish to use their annual leave they can opt to be paid according to the actual hours worked during the phased return period.
(Phased returns should not normally last for periods of longer than 8 weeks).
STAC(TCS02)2020 - Phased Return to Work.pdf