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Attendance Support Program Policy

PURPOSE

The District School Board of Niagara (DSBN) is committed to creating and maintaining a healthy and respectful working environment for all employees.  The Board, as the employer, strives to do this through collaboration and co-operation with all employees, employee groups, and where appropriate, health care providers and community agencies. 

The Attendance Support Program is based on the belief that employees wish to be at work regularly and fulfill their responsibilities to maintain support and services for students and staff.  When issues do arise, a problem-solving approach will normally lead to a resolution that returns the employee to work as early and as safely as medically possible. The Attendance Support Program combines both prevention and intervention to achieve the goals of personal and workplace wellness. 

This program is designed to provide consistently applied supports for the health and well-being of employees and the benefit of the organization and the Municipal Freedom of Information and Protection of Privacy Act.

The intent of the Attendance Support Program is to provide supportive assistance to employees who exceed the established absence threshold. When an employee’s absences exceed the established absence threshold, Human Resource Services will initiate the process.

Should a medically supported disability be identified that requires support or accommodation at any time during the process, DSBN will review and, where required, support the employee’s transition into the Disability Management Program. Sporadic absences may continue to be considered within the Attendance Support Program.

DEFINITIONS

Innocent (Non-Culpable) Absenteeism relates to absences due to illness or injury that arise from circumstances typically beyond the employee’s control. These absences are supported through the Attendance Support Program.

Culpable Absenteeism relates to those absences that are within the employee’s control. Failure to attend work without notifying the employer, lateness for work or leaving early, and misuse of leave are examples of culpable absences. These absences are not supported through the Attendance Support Program and may be subject to other procedures.

The following are not considered absences under the definition of this procedure: vacation, culpable absences, leaves provided under the Employment Standards Act, approved special circumstances leave (paid or unpaid) union business leave, examinations and convocations.

ABSENCE THRESHOLD

Absence Threshold – is the established number of absences and/or occurrences over a rolling 12/14 month working period to trigger possible entry into the Attendance Support Program. 10-month employees shall be reviewed on a 14-month basis, and 12-month employees shall be reviewed on a 12-month basis.

•    The threshold is used as a mechanism to trigger supportive intervention.
•    When an employee’s absences have met the threshold, the Attendance Support Program will be initiated with notification to the employee and their supervisor that the employee has triggered the absence threshold.
•    The Attendance Support Program has four progressive levels. 
•    Entry into any level of the multi-level process is applied consistently to all employees using discretion. The goals that are set are communicated clearly to each employee through each step of the program.
•    Each time an employee enters a level, they will attend an Attendance Support Program meeting. The employee may begin including their union representative, where applicable, in the Attendance Support Program meetings at Step 2. 
•    Where an employee has had multiple entries into the Attendance Support Program, they may be placed into the level deemed appropriate given the absence history.

EMPLOYEE RESPONSIBILITIES:

•    Maintain regular attendance.
•    Participate actively and cooperate at all levels of the Attendance Support Process.
•    Contact their union representative if the employee wishes them to be involved at the applicable Level(s).
•    Provide any appropriate documentation during any level of the process. 

PRINCIPAL/SUPERVISOR RESPONSIBILITIES MAY INCLUDE:

•    Communicate attendance expectations to all employees through a regular review of the Attendance Support Program.
•    Participate in coaching meetings.
•    Identify any attendance concerns to Human Resource Services.
•    Advise employees of available resources (e.g. Employee and Family Assistance Program, Disability Management Program, etc.).
•    Support and assist Human Resource Services at any level in the Attendance Support Process.

HUMAN RESOURCES RESPONSIBILITIES MAY INCLUDE:

•    Identify employees who exceed the attendance support threshold level of absences.
•    Support for all Levels. 
•    Advise employees of resources available to them.
•    Provide an outcome of the Support meetings at each Level, where applicable.

The program will be reviewed at regular intervals.