Attendance Support Program

1
Attendance Support Program

• What it Means and How to Avoid its Consequences

2
Basics

• Program Focus non-culpable absences due to
  illness and/or injury
• Key program elements
• Use of a ministry absenteeism threshold to
  determine when an employee begins a program
• Attention to an employees attendance by his/her
  manager
• Allowing a ministry human resources advisor to
  review local attendance activities
• Integrating systems and tracking tools to help
  monitor attendance

3
Program Design

• Assistance
• Managers as part of a proactive absence
  management process should offer assistance to
  employees before they reach the absenteeism
  threshold.
• Employees provide information on functional
  abilities and restrictions. Managers have the
  opportunity to discuss employment accommodation
  needs and to develop a return to work and/or
  employment accommodation plan.

4
Program Design

• Informal Notification
• Manager meets with employee to review the
  principles of the ASP prior to the employees
  exceeding the ministry threshold
• Employee may choose to have an employee
  representative present at the informal
  pre-threshold interview.

5
Program Design

• Formal Review Process
• Consists of three levels covering a minimum of 15
  months focusing on employment accommodation and
  proactive assistance
• Level 1 is 6 months with a possible one time 6
  month extension
• Level 2 is 6 months and may be reviewed if
  unforeseen issues arise in the employees
  condition
• Level 3 is 3 6 months . If attendance goals
  are not met in Level 3 the employee may be
  reassigned, demoted or even dismissed.

6
Program Levels

• Level 1
• Most absenteeism issues will be resolved at Level
  1
• Employee actively involved in goal setting.
  However, if no agreement on goals is reached,
  immediate supervisor sets the goals

7
Program Levels

• Level 2
• If Level 1 objectives are not met, the program
  progresses to Level 2
• New attendance objectives are set
• At least two formal meetings to review results
• Senior manager briefed of attendance issue

8
Program Levels

• Level 3
• Final Level of program
• Revisit attendance plan with senior manager
  setting new attendance goal (with employee input)
• Discretionary extensions (with no pre-set limit)
  possible
• Review is directed explicitly towards whether the
  employee can perform essential duties of the job
  and determining viable alternatives
  (re-assignment, demotion or dismissal)

9
Post Program Attendance

• The employee is expected to meet the attendance
  goals for 24 months after graduating from the
  program
• If the employees absences exceed the ministry
  threshold within the 24 month period, he/she is
  placed back into the ASP at the same level from
  which they were placed previously

10
(No Transcript)
11
(No Transcript)
12
(No Transcript)
13
(No Transcript)
14
(No Transcript)
15
Basic Steps for Employees

• Be pro-active
• If a member anticipates a potential attendance
  issue he/she should take the following steps
• Document every communication and action taken by
  the manager with respect to this issue
• Get documentation of the medical problem
• Discuss the issue up-front with the immediate
  supervisor
• Apply for LTIP as soon as possible if there is a
  likelihood that the absence will be longer than 3
  months
• Do not agree to any pre-set absence threshold
  without representation from PEGO being present
• If an attendance threshold is demanded by
  management, negotiate for the largest threshold
  possible
• Inform your delegate or the PEGO office of any
  attendance review requests from management
• If the employer demands that a medical assessment
  be made, ensure that you get an independent
  medical examination paid for by the employer