Sickness Absence

Question 1

Direct Costs

Answer 1

Sick pay

Temporary Staff

Question 2

Indirect Costs

Answer 2

Loss of productivity

Question 3

Self certification

Answer 3

7 successive calendar days
SSP £92.05 a week
After 7 days need a MED 3 from a doctor.

Question 4

SSP

Answer 4

Statutory Sick Pay

Paid by employer for 28 weeks.

Question 5

Measurement of sickness

Answer 5

Duration (days)

Frequency (number of spells in a period)

Question 6

WTE

Answer 6

Whole time equivalent

Calculations adjusted for part time staff.

Question 7

Spells of absence

Answer 7

An uninterrupted period of sickness absence irrespective of duration.

Question 8

Spells Inception Rate

Answer 8

Frequency rate/spells per person =
total no. of new spells of absence in a period DIVIDED
average population at risk in period.

Question 9

Duration of absence

Answer 9

Either calendar days or actual working days.
Severity rate =
total days of absence attributed to sickness in a period
DIVIDED
average population at risk in a period.

Question 10

Point Prevalence Rate

Answer 10

Number of persons absent on a day
DIVIDED by:
Population at risk on that day

Question 11

Population at risk

Answer 11

Essentially head count, several ways to reach this.

Question 12

Percentage Working Time Lost

Answer 12

No of ppl absent on a single day
DIVIDED by:
No of ppl who have attended
x 100

Question 13

IMD

Answer 13

Indices of multiple deprivation
A measure of social disadvantage to inform decision on resource allocation for social and health interventions by central government.

Question 14

Presenteeism

Answer 14

Employees attending work whilst symptomatic or suffering disease.

Question 15

Leaveism

Answer 15

The practice of working while on annual leave or during other non-paid hours.

Question 16

Employment Rights Act 1996

Answer 16

Employee should have an employment contract in writing.

States company policies on several things including sickness absence.

Question 17

Employment Protection Act - fair dismissal

Answer 17

Dismissal must be fair.

1. Capability - if manager can establish that employee is not capable of performing the work, then dismissal is fair. Requirement to seek medical advice in arriving at this decision. Also qualifications.
2. Misconduct - For frequent short term absenteeism.
3. Some other substantial reason - Applies when organisations have complex procedures agreed with employee representative.
4. Redundancy
5. Statutory Duty or restriction.

Question 18

Maternity Leave

Answer 18

Women cannot return to work within 2 weeks of giving birth.
Have right for up to 52 weeks leave.
Statutory pay is up to 39 weeks.

Question 19

Pregnancy and Management Regulations

Answer 19

Employer must carry out risk assessment of specific H=S risk to pregnant women.
Also if breast feeding.

Question 20

Bradford Factor

Answer 20

Measure of absenteeism in sickness management.

Spells squared x Total days off

Question 21

The Black Report

Answer 21

By Dame Carol Black
Working for a healthier tomorrow
Outlines impact of sickness on the economy.
Suggests Fit for Work Service

Question 22

Unfair Dismissal

Answer 22

1. Pregnancy and all reasons relating to maternity
2. Family reasons - paternal leave
3. Representation
4. Trade union membership grounds
5. Part time/full time
6. Pay and working hours

Question 23

6 Steps of managing sickness absence

Answer 23

1. Recording SA - who and duration time off.
2. Keeping in contact by line manager
3. Planning and undertaking workplace adjustments. Have disability awareness.
4. Making use of professional advice and treatment OH.
5. Agreeing and reviewing a return to work plan. Done at 3-4 weeks into absence. Tailored to individual
6. Coordinating the return to work process.

Question 24

Disability rights comission

Answer 24

Can give advice on reasonable adjustments for employees with disability.