Issue - meetings

The Head of People and Organisational Services submitted a report on sickness absence between the period 1 April 2010 to 31 March 2011.  It was noted that sickness absence had increased from 6.47% to 6.79% calculated on FTE.  The average sickness taken from the East of England Local Government Association 2010 survey was 8.64%.  Short term sickness absences had increased slightly.  There had also been a slight increase in long term sickness.  The report now submitted outlined the main reasons for both short term and long term sickness. 

Updates were provided on the Occupational Health Service and the Employee Assistance Programme.  It was noted that the Council had an independent Occupational Health provider but that other options were being explored.

Progress on recommendations for 2009/10 in terms of targets and stress-related sickness were noted.  Targets for 2011/12 were set out in the report now submitted.

Councillor J Ranger referred to a fact that a drop in sickness absence figures might be as a result of home working.  Clarification was provided in relation to flexible working methods.

Councillor P Ruffles sought clarification on the demographic profile of the Council and was advised that the Council reflected the local government workforce with the majority of employees over 40 years of age.  He referred to certain illnesses which might affect the older generation (stress) but not the younger (colds and flu). 

Members noted the report and approved the recommendations set out in the report now submitted specifically in relation to the sickness absence target for 2011/12 remaining; that further on stress awareness for managers be supported, of the need to evaluate the effects of home working on absence and the need to review the Absence Management Policies in 2012.

RESOLVED - that (A) the report be noted;

(B)       the sickness absence target for 2011/12 remain at 5 days FTE for short term and 2.5 days FTE long term and 7.5 days FTE total sickness absence;

(C)       managers be provided with further training on stress awareness including seeking support by Occupation Health and the PPC;

(D)       the effects of home working on absence rates  be evaluated against office-based staff and be reported back; and

(E)       the Absence Management Policy be reviewed in 2012.