Agenda item

Report of the Executive Director – Corporate Services and Commercial

The Committee considered the report of the Executive Director of Corporate Services and Commercial that provided information on the levels of discipline, grievance, dignity at work and sickness absence within the Council (excluding schools).

The report indicated that the management of the workforce was an important activity to ensure outcomes for Sefton’s communities were achieved and to ensure that the workforce was appropriately managed and motivated. Specific information was provided on:

·       Disciplinary, Grievance and Dignity at Work – The organisation enjoyed a comparatively good level of cases and this reflected on the whole, both the good overall industrial relations environment, the partnership approach that was undertaken and also the work undertaken within departments. HR had a business partner model that was industry best practice and HR worked across departmental management teams to facilitate this partnership working. The Council had clear and agreed processes in place for consistency across the Council

·       Suspensions - In the period January – July 2024, 10 employees were suspended from duty within central Service Areas (excluding schools)

·       Disciplinaries - During the period January – July 2024, there had been 24 disciplinary investigations

·       Grievances - During the period January – July 2024,there had been 3 Grievances

·       Dignity at work - During the period January – July 2024, there had been 5 dignity at work complaints

·       Statistical data for Q3 and Q4 2023/2024 (01.10.23 – 31.12.23 and 01.01.24 - 31.03.24). The information detailed ‘Short Term’, ’Long Term’ and ‘All Absence’ data along with previous year’s figures for comparison purposes

·       Occupational Health referrals - Excluding schools, the reasons for referral to occupational health during Quarter 3 and 4 of 2023/24 were detailed

·       Initiatives undertaken by the Council which included the Strategic Leadership Board continuing to monitor and encourage the reduction of levels of both short and long-term absence; the Occupational Health Unit providing Counselling and CBT (Cognitive Behavioural Therapy) on a face-to-face basis. In addition, a specific type of CBT known as Eye Movement Desensitisation, was also available if declared appropriate by the OH physicians. Telephone and video call appointments could be arranged if that was the preferred method for individual; and physiotherapy appointments  being arranged through the OH Unit as were pension assessments for ill health, ill health pension appeals and deferred pension cases

·       Managing Absence  he Council’s Sickness Absence Policy which operated in a partnership with trade unions; and both the trade unions and management recognised the need for correct management of sickness absence to provide appropriate support to lessen the demands on employees who remained at work.

Members of the Committee asked questions/commented on the following issues:

·       Sickness absence within Operational In-House Services and whether rates of sickness varied across the year; Further information would be obtained.

·       Absences due to mental health issues and the promotion of good practice in this area. Further information would be sought.

·       The possibility of undertaking an in-depth review of the health of the workforce in the future.

·       Year-on-year trends in terms of disciplinary action taken. Further information would be obtained.

RESOLVED: That

(1)      the report providing information in terms of discipline, grievance, dignity at work and sickness levels be noted;

(2)      the ongoing work and initiatives to monitor and encourage the reduction of levels of both short and long-term absence be noted; and

(3)      the Executive Director of Corporate Services and Commercial be requested to provide further information on:

·       Variations in sickness rates in Operational In-House Services across the year;

·       Additional information relating to mental health issues; and

·       Year-on-year trends in terms of disciplinary action taken.