Managing Fit Note

[Nomad]

Here are some excerpts from the Tesco "Managing Fit Note" Policy.


Tesco "Managing Fit Note" Policy.

Page 2 & 3

Support Plans

A Support Plan is a duplicated document and replaces the old "Return to Work/Job Adjustment Plan".
It records any adjustments agreed by the individual and their manager.

What are the principles behind Support Plans?

* The Support Plan is discussed and agreed with the individual, focusing on
   their ability and the Doctor's recommendations.

* The Support Plan is designed from start to finish at the first meeting, for 
   example progressing in the amount of duties performed and hours worked each
   week to enable an individual to regain their strength and stamina.

* We are clear with an individual about our expectation that they will return to
   their original role at the end of the Support Plan.

* The Support Plan is reviewed each week to ensure staff are supported and the
   adjustments are relevant.

* The typical maximum length of a Support Plan is six weeks; if the plan lasts
   longer the Personnel Manager will attend the sixth week review meeting to ensure
   the right level of support has been agreed and can consult Occupational Health
   where it is needed.

* The Personnel Manager will also attend the End of Support Plan Review to
   ensure the individual is fit and well to return to their original role. In Express,
   the Store Manager will contact the Personnel Manager to discuss this over the
   phone prior to the meeting taking place.

* The Support Plan is not restricted to Fit Notes. It can be used to document
   agreed adjustments for any reason, such as following a Risk Assessment for New
   and Expectant Mothers.

* We do not have to arrange a note-taker or offer union representation as this
   meeting is about support. However, if an individual asks to be accompanied we
   would not refuse.

* Any discussion or documentation is kept confidential.

Key Point: Our obligation under the Equality Act does not change as a result of the Fit Note regulations.

Can we extend Support Plans?

* Support Plans can only be extended by the manager in consultation with the Personnel
   Manager.

Supporting each other

Only 17% of people are born with their disability, the remaining 83% acquire it during their working life. We may all need to be supported at work at some time.

It is important that we help staff on a Support Plan, being a buddy to support them, helping with some elements of the role they may struggle with. Having our staff back to work some of the time and doing some of the duties is better than them being absent from work altogether.

What are the benefits of supporting more staff to attend work?

* We retain our experienced colleagues.

* People can see their friends and colleagues at work.

* When staff are at work, they keep up to date on any new training available and any
   process changes.

* Unplanned absence reduces as we are able to support more staff to come to work.

Page 10 -12


Individual is unable to fulfil full hours and/or duties in their current role.
                                            >>>
Some individuals may request a substantial extension to their Support Plan or state that they believe they can no longer fulfil their duties.
                                            >>>
Complete the Reasonable Adjustment Checklist.



The Reasonable Adjustment Checklist will provide guidance on some adjustment options to consider.

The key element of the checklist is the "Please give detail" section. This section enables managers to document the adjustments that have been considered, agreed, tried or rejected and the reasons behind each decision.

What Good Looks Like

* All of the detailed reasonable adjustment options have been considered and have
   accompanying commentary.

* Further local opportunities are considered and documented in the spaces available at
   the end of the checklist.

* Even if Occupational Health Advisor is contacted early in the process - they should be
   contacted again at the end, as a further check to ensure we have not missed an
   opportunity.

* A Health Report may then be required to help reach a decision on whether formal
   action is appropriate. Your Occupational Health Advisor will guide you.

* The outcome of the checklist is discussed with the Group Personnel Manager.

* The 'Incapability to fulfill contract due to recurring illness checklist' in Policies For Our
   People is followed to support formal decisions.

While these further adjustments are explored ensure the Support Plan is documented and weekly reviews continue to be held. Also send the Support Plan Tool 7 letter which advises the individual that we will do all we can to accommodate the individual's needs however we cannot continue the Support Plan on a permanent basis.

NB

If, at the end of a Support Plan, the individual is unable to fulfil full hours and/or duties in their current role and do not attend work due to sickness, then the the prolonged absence process will follow after the qualifying period.