Managers Guide to Wellness Support

Managers Guide to Wellness Support



Applies to: all TWG Managers

Overview

Remember: As a leader in this business, you are responsible for delivering excellence through the use of business processes. You need to listen, understand and help guide the team to follow the processes outlined in this guide

What is Wellness Support?

Wellness Support is support of up to three months pay due to the team member’s own illness. It does not apply to the illness of a family member or dependant.

Criteria:

  • A medical specialist’s diagnosis identifies a new condition.
  • A medical report is presented which confirms the condition and expected time off work. This must provide more detail than just dates i.e. what is the illness/medical condition?
  • The leave is subject to the approval of both the team member’s Manager and the Employment Relations Manager.

We may accept a previously diagnosed condition as qualifying under this category if:
  • Support under this category has not been provided previously for the condition in question.
  • The condition was previously classed as minor or controlled.

In addition we may, at our discretion, authorise up to a maximum of an additional three months’ long-term sick leave on pay.

Criteria:

  • Those who are expected to return to work in that period.
  • Those who can’t come back on full hours.
  • Those who are expected to take longer than initially predicted to recover.
  • Illness that is terminal.

Exclusions

The following conditions are not eligible for cover under the Wellness Support policy. Please check with Ask People Support if unsure:
  • Conditions where a team member is entitled to receive compensation under ACC.
  • Conditions for which the team member has insurance or other protection against loss of income.
  • Elective surgery, e.g. cosmetic procedures.
  • Conditions or absence arising from illegal drug or substance abuse
  • Symptoms that have not been diagnosed as a medical condition e.g. Stress.
  • Absence due to stress or similar condition, related to any disciplinary action or performance improvement plan initiated by the Company.

Termination of Support

We reserve the right to terminate financial support under this policy:
  • If the team member does not comply with any condition of this policy.
  • Where the team member resigns from our employment, or the employment is terminated.
  • Where the team member has misled us about the nature of the condition or has improperly sought income under this policy.


Why is it important to follow the correct process?


This is a significant company benefit and for team members suffering from serious illness or needing an operation it can make all the difference to their recovery. Managers should ensure that team members are aware of this benefit.

By following the correct process it makes it easier for team members to not have to worry about how they will be paid. It also helps ensure there is no abuse of the benefit.


Process


1. Team member contacts Manager:
The team member needs to advise the manager of their inability to attend work due to personal ill health. Where possible advance notice should be given.


2. Does the leave appear genuine?
The manager needs to use their discretion to decide if the leave appears genuine or not. Deciding that the leave may not be genuine should be based on some evidence and should not be done lightly or without consulting Ask People Support. 
3. Has the team member used up all their primary and discretionary sick leave?
This must be used before Wellness Support applies.
4. Team member completes Wellness Support Application Form
Attached to the form must be a medical certificate and also details of the condition. A medical certificate with dates and no other details will not suffice and the application will not be approved.

There are times when, due to the sudden onset of the illness/condition, the team member is not able to complete the Form. The Manager can do so in such cases.
5. Manager approves application.
Manager signs the Application Form and sends to the Employment Relations Manager along with supporting documentation. 
6. ER Manager approves/declines the Application
If declined this will be discussed with the Manager first.

If approved a letter of acceptance is sent to the team member and cc’ed to the Manager and Payroll.
7. Team member requires an extension to the Wellness Support.
Check sick leave entitlement available. If the team member has any primary or discretionary leave owing this will be used first.

If the member has no sick leave entitlements and if under the initial three months, complete another Application Form and send to the ER Manager with supporting documentation.

Please consult with the ER Manager if wellness support beyond the initial three months is being sought.
8. If Wellness Support is declined or runs out:
The team member can request to take the time as unpaid sick leave or paid annual leave.
9. Termination of Support
TWG reserves the right to terminate financial support:
  • If team member does do not comply with any condition of the policy.
  • Where the team member resigns from employment with us, or the employment is terminated.
  • Where the team member has misled us about the nature of the condition or has improperly sought income under this policy.
  • At the company’s discretion.

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