Government of New Brunswick
 

Policy Statement

The New Brunswick government recognizes the value of its employees and the need to manage and support regular attendance through recognition and appreciation of employee efforts. In light of this, the government will actively manage the work environment and employee attendance to:

  • encourage regular attendance;
  • acknowledge employee commitment;
  • provide fair and equitable access to leave and income protection for illness; and
  • facilitate a return to work as early as possible following necessary absence.
     
 

Application

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This policy applies to all employers and employees of Parts I, II and III of the Public Service.
 

 

Attendance at Work Responsibilities

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Five categories of participants share responsibilities for attendance at work as follows:
 

Who ? Are responsible to...
Employees On a day to day basis, maintain regular attendance as follows:

- report to work regularly and on-time;
- take unscheduled leave only when unavoidable;
- report absence in keeping with leave policy procedures;
- make every effort to work safely;
- facilitate a return to work from illness/injury absence by following appropriate treatment/assistance programs; and
- accepting alternate work arrangements.
Managers and Supervisors On a day to day basis, manage attendance through:

- communicating attendance expectations;
- ensuring a safe and healthy workplace;
- retaining and analyzing absence information;
- providing individual feedback to employees on attendance;
- addressing poor attendance cases; and
- acknowledging good or improved attendance, as part of a performance review process.
Human Resource Officers Focus on two types of support service, below:

- timely capture and reporting of absence information, organization-wide; and
- support to management through:
     training and coaching on attendance at work, and
     consulting services to deal with individual cases.
Senior Managers Provide corporate-level direction for respective organizations by:

- communicating and supporting the attendance at work policy;
- ensuring measurement, evaluation and feedback systems are in place; and
- ensuring that internal policies, practices and assignment of resources support the government attendance at work policy.
Office of Human Resources Promote attendance by:

- developing/communicating a government-wide attendance at work policy and supporting framework; and
- providing support and assistance in program delivery through:
     corporate absence data-base and reported information,
     expert consultation on program interpretation and alternate work arrangements,
     current leave policies and, as appropriate, Employee Assistance Programs, and
     providing measurement and evaluation of Attendance at Work results.
 

How to Carry Out Responsibilities

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There are several elements to the delivery of an Attendance at Work policy which can be addressed through the following resources:

Attendance at Work Guide - a reference manual including:

  • administrative guidelines, and
  • operating procedures.

Supplementary training plan; and

Supplementary organization-level procedures to ensure consistent employee treatment in varying organizational/local circumstances
 

 

Principles

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The following principles will guide the development of specific program procedures and tools at both a government-wide and an organizational level:

Responsible leave utilization

The objective of the Attendance at Work program is to:

  • eliminate unnecessary absences; and
  • minimize the duration of those absences that cannot be avoided.

Consistency

The program will provide a comprehensive framework for active management of unscheduled absences, to be applied consistently throughout the public service.

Insurance vs. Entitlement

Employees will be made aware that sick leave is an insurance benefit to be used only when their health prevents them from reporting for work.
 

 

Overview of Income Protection

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The following policies and legislation provide various forms of income protection for unscheduled absence, which must be integrated under attendance management:

  • Workers’ Compensation Act;
  • Long Term Disability (for participating employee groups only, see AD-3105);
  • Sick Leave with pay (see AD-2202); and
  • Employment Insurance.
     
 

Authority

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Financial Administration Act, Section 6(1)(I)
Board of Management Minute 06.0005