Summary
This page provides Fontys ICT employees with information on illness and disability. In case of illness you should apply for sick leave and report your absence in time. On this page the absence procedure is described and the Fontys absence and reintegration policy is explained.

If you can't do your job due to illness or disability, on the 1st day of absence, you should apply for sick leave with your People Manager (PM). You can do this by telephone or by sending an e-mail. Your PM will assess your sick leave and together you make follow-up appointments. During your sick leave, it is important that you are available by telephone.

It is in everyone's interest, and in the case of educational activities, especially in the interest of the students, that Fontys ICT is informed in good time if you are ill and, as a result (in part) will be absent. In the best case it is still possible to adjust the schedules, organise replacements and transfer any (sub)tasks. It is also possible that you can be sure in advance that you will be absent on a particular day(s). Please report your absence the moment it is known.

In case of absence, we ask you to to inform your immediate colleagues and do everything possible to have your work replaced by a colleague. Your PM will also check with you what needs to be picked up in the organisation and who has been / needs to be informed. Your PM will also ask you if it is possible for colleagues to contact you in connection with the transfer of work.

Should you be unable to inform colleagues yourself, your PM will do so. For educational staff (OP), the PLOU must be informed. The PLOU or (operations) manager will arrange for work to be reallocated or cancelled and feedback this to stakeholders. For educational support staff (OOP), the relevant manager or the OOP Operations Manager should be informed.

If you are unable to reach your PM or PLOU and students are not informed in time about the cancellation of the educational activities, please contact the Student Desk of Fontys ICT. Every working day from 8.30 a.m. there is a colleague present (08850 ​81437) to inform the students.

In the absense and reintegration protocol is described how to act in case of illness. The protocol states that your People Manager will assess your request for sick leave on the basis of the information you have provided. Eventually, your PM will decide whether or not to grant sick leave or part of it. We call this the claim assessment. The focus is always on what you can still do despite your limitations. After all, there is a difference between being ill and being disabled. It is important to know that your PM self-evidently can and will never perform a medical assessment. In the majority of cases this will not be necessary and the assessment can be based on the information provided by you.

Where, for the purpose of a claim assessment, additional (medically) information is required, your People Manager engage an advisor (company doctor, reintegration specialist, HR consultant or otherwise). A request for advice is always focused on the level of load capacity and the possibilities for employability and reintegration. Mind you: the company doctor and others give advice but do not carry out a claim assessment. If necessary, a second opinion can be requested from the UWV.

The appointments made with you are translated into an incapacity for work percentage and recorded in the absense monitoring module of HR2Day by your PM.

In order to be able to determine the degree of incapacity for work, your People Manager asks a number of questions that give you insight into your load capacity. Think of questions aimed at:

• the nature of the complaints: medical, work and/or private relationship, conflict (you are not obliged to explain the content of your medical situation; You must be able to demonstrate the extent to which these complaints affect your work)
• Opportunities for partial resumption of work and suitable work
• transfer and continuation of activities and agreements
• probable duration of the absence and the degree of loadability
• whether or not to call in the services of a company doctor, including the formulation of a request for advice to the company doctor
• adapted work and/or adapted working hours

You make with your People Manager an appointment for telephone contact or a visit. Your PM will then make specific follow-up appointments during the telephone contact or the visit. All findings, claims assessment, deployability and appointments made are recorded in the absence monitoring system.

The People Manager has the role of case manager and carries out the necessary actions within the context of the Wet Verbetering Poortwachter. HR has an advisory role in reintegration processes. In addition, Absenteeism and Reintegration Office provides support in terms of content.

• Absence and Reintegration Protocol
• Company doctor
• Long-term illness