Attendance at Work Policy
The purpose of the policy is to provide direction on the management of absenteeism in Parts I, II and III of the Public Service.
The Government of New Brunswick is committed to managing employee attendance through a positive, supportive environment that promotes the best possible attendance. Every employee has a responsibility to maintain regular attendance at work.
This policy applies to all employees of Parts I, II and III of the Public Service.
The following principles guide the management of absenteeism:
Responsible leave utilization: Eliminate avoidable absences and minimize the duration of those absences that cannot be avoided.
Consistency: Active management of sick leave and other unscheduled absences, applied consistently throughout Parts I, II and III of the Public Service.
Insurance vs. Entitlement: Sick leave is a form of insurance to be used only in the event that an employees’ illness or injury prevents them from reporting for work.
Five categories of participants share responsibilities for attendance at work as follows:
|Employees||Employee’s responsibilities include, but are not limited to:
|Human Resources Services’ responsibilities include, but are not limited to:
| The immediate supervisor’s responsibilities include, but are not limited to:
|Senior Management’s responsibilities include, but are not limited to:
||Treasury Board responsibilities include, but are not limited to:
Attendance Support Guide
The Attendance Support Guide for Immediate Supervisors provides direction to effectively manage absenteeism in the workplace.
It is mandatory for supervisors and HR Staff to complete attendance support training.
Active Management of Unscheduled Absences
Employees have a responsibility to follow established absences reporting procedures as part the Attendance Support Guide for Immediate Supervisors.
When an employee experiences difficulties with attendance, they will be supported by their supervisor to achieve and maintain regular attendance at work. Support may include the offer of EFAP/EAP services, temporary arrangements or flexible work hours, depending on the circumstances surrounding the employee’s absence. Employees will be expected to work collaboratively with their supervisor and participate in plans to improve their attendance.
Longer periods of absence, exceeding 15 calendar days, will be actively managed. Employees will be expected to participate in return to work planning and provide regular medical updates to their supervisor, including a statement of Fitness for Work Form as well their anticipated return to work date. The employee is responsible to cover the cost associated with obtaining the necessary medical documentation unless otherwise notified by their Human Resources Branch.
The ultimate goal is to return the employee to their pre-absence position as soon as feasible.
Overview of Income Protection
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.
Financial Administration Act,Section 6(1)(I)
Board of Management Minutes: 06.0005; 14.0073