Enter Absence Count (Number of occurrences) and Days Absent (Total Number of Absent Days) to calculate employee bradford factor.
|e.g. interview letter||sent||Complete, reply received 03.02.14|
|Check venue shortly before interview||a) confirm facilities and venue still suitable|
|Welcome the interviewee back to work||a) be sincere |
b) confirm that they are fit to return to work
c) Advise that you are using a checklist to record details and make notes to ensure that nothing is missed. Advise that they will receive a summary of the interview in writing subsequent to the meeting.
|Discuss reasons for recent absence||a) Have your information pack available to refer to. |
b) Explore reasons for absence, use open ended questions.
c) Explore what may have caused or exacerbated the absence.
|Discuss all absences, as necessary||a) Explore any trends, patterns, triggers that may appear. Be sensitive to the fact that the employee may feel defensive about these issues, or reluctant to discuss circumstances. |
b) Discuss what help is available, particularly if there is a recurring illness or an identified underlying medical condition.
|Advise on possible actions||a) identify what may happen if attendance remains unsatisfactory |
b) Provide details of warnings system in place.
|Develop an action plan, as necessary.||a) Use attached action plan guide.|
For further information on The Bradford Factor (Use, Implementation and Record Keeping), please review our Bradford Factor guides and management strategy information.