At Kade we offer many other services on a consultancy or ‘ad hoc’ basis. These include absence management, expert witness and legal services, mediation and personnel selection. Please read on for more information…..
Managing sickness absence at work is costly and time consuming. In the current economic climate, it is more important than ever to ensure that long- term absence in particular is reduced to levels that do not affect how teams and service areas perform, which in turn may affect the quality of service to clients and customers.
The following checklist may provide some indication as to whether your organisation is at risk:-
Checklist for absence management
Do you have the following practices in place?
- A clear absence policy
- Each employee has a copy of the policy and fully understands it
- Each manager knows what happens from day one of absence to an employee’s return to work
- Absence rates are monitored on a regular basis (e.g. quarterly) and employee and department records are kept up to date with measurements and rates
- Turnover of staff at departmental and organisational level is monitored and action is taken if worrying trends arise
- Flexible systems are possible to facilitate a reintroduction to work for employees who have been on long term sickness absence
- Managers/supervisors are trained to facilitate a return to work discussion
- Managers/supervisors have knowledge and/or support on issues such as grievance and discipline procedures and any other appropriate company policies
If there are any gaps in your provision, you may find that your absence management strategy is weak and could lead to difficulties.
The Kade Consultancy has developed a programme that enables employers to put in place systems that manage sickness absence effectively when it occurs and to prevent short-term absences leading to something more serious. For example, when employees are signed off work with stress related symptoms and/or depression, we have the expertise to help them to overcome their difficulties and return to work. In addition, we liaise with managers and supervisors to give them the confidence to handle the return to work situation with confidence and sensitivity.
Expert Witness/Legal Services
Our experienced psychologists have the expertise and knowledge to conduct assessment and write comprehensive employment reports for court cases and tribunals. This may be required in a number of contexts, for example, to assist the employment tribunal to determine whether the employee is disabled for the purposes of the Equality Act. The purpose of such a process is for the expert witness to technically evaluate a certain fact or action to provide the court with a complete knowledge on the fact or action it is judging. In most cases we have dealt with, psychometric assessment has been conducted, and a report summarising the outcomes and consequences of this outcome that may be relevant to the situation is drawn up.
Reports may be:
- For the claimant or defendant
- Full expert witness reports
- Pre-proceeding reports
- As a single joint expert (post changes in Civil Procedure Rules)
In cases of:
- Employment and workplace discrimination
- Employment legislation
- Unfair pay
- Unfair dismissal
- Workplace stress / mental health difficulties
- Employment contract disputes
Mediation is a way of dealing with difficult relationships with the ultimate aim of resolving any underlying issues through the support and guidance of an impartial person, a mediator.
Mediation is the initial step taken to reach an acceptable solution to a problem that otherwise may lead to more formal dispute resolution, such as a tribunal. Participation is usually voluntary and the goal is to restore and maintain the troubled employment relationship in a way that is suitable for, and agreed by both parties.
- The mediator acts as an impartial individual, talking to each party to gather information about the situation.
- The mediator talks to both parties together, encouraging understanding about the situation and helping each person to think about what they want to happen, rather than focusing on what has happened and the negatives.
- The mediator will guide the individuals to think about what could be done to improve the situation and nurture agreement and compromise.
- A plan of action, or intended outcomes can then be created which is created by all parties and is a focus point for moving forward.
Our mediators are experienced and trained in handling sensitive, volatile and uncomfortable situations.
At Kade, we have the skills to support organisations through recruitment and selection processes. We can also help with developing employees and teams within organisations.