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Directorate of Labour Frontpage
Directorate of Labour Frontpage

Directorate of Labour

Health, wellbeing and presence

The staff of the Directorate of Labour is encouraged to maintain physical and mental health and the Directorate of Labour is committed to creating conditions that promote that.

To ensure the continuation of the policy, the Authority has established the following criteria and procedures:

Work arrangements and work facilities

  • Emphasis is placed on creating flexibility to facilitate work-life balance without compromising service to VMST service recipients.

  • There is a special policy on telework that allows employees to work at home one day a week.

  • At the Directorate of Labour, the work week is 36 hours.

  • Generally, a shortening should be taken out on Fridays, but other times can be used in agreement with the next boss and project status.

  • Heads shall seek ways to accommodate requests for flexible appointments between 07:00 - 09:00, if appropriate.

Work environment

The Directorate of Labour strives to create a safe and secure work environment and to help workplace conditions fit the tasks that the work requires at all times. Emphasis is placed on the best possible living conditions and hygiene in the workplace.

  • The Directorate of Labour wants to offer project-oriented work conditions and employees should be able to adjust their work conditions and adapt them to their needs.

  • Measurements and audits of facilities and subsequent action plans on how to deal with irregularities shall be carried out on a regular basis.

  • Measurements of air quality should be carried out on a regular basis and followed by action plans on how to deal with deviations.

  • The institution shall promote a culture of psychosocial security and a special policy on bullying.

  • A safety committee is operated within the organisation which has the role of promoting that living conditions, hygiene and safety at the Directorate of Labour are in accordance with the laws on occupational safety and health and is responsible for educating employees on hygiene and safety at work.

Health and wellbeing

The Directorate of Labour encourages and supports employees to foster mental and physical health.

  • The Directorate of Labour grants employees a sports grant to help them practice health care by paying down the cost of physical activity and sports.

  • The Directorate of Labour invites employees to negotiate a transport contract that encourages people to use environmentally friendly and healthful transport methods to travel to and from their workplace with grants.

  • Emphasis is placed on healthy lunches where canteens are available.

  • Health measurements shall be offered at least every two years.

  • An annual flu shot should be offered.

  • Employees can apply for up to five hours of external supervision due to difficult circumstances arising in their work or private life.

  • Bradford indicators should be monitored regularly and measures should be taken to try to support employees at risk for long-term illness in accordance with the Directorate of Labour's presence policy.

  • Human resources measurements and contacts shall be used to check the well-being of employees every year.

  • Education and courses to increase awareness and/or support healthy lifestyles should be offered annually.

The Directorate of Labour wants to support employees who are interested in sharing their knowledge of health promotion or education on physical or mental health within the workplace and encourages them to contact the human resources department.

Illness

The Directorate of Labour wants to protect the welfare of employees and do its part to prevent employees from becoming chronically ill for work-related reasons. The Directorate wants to support employees in illness and to facilitate their return to work after illness.

  1. To further this policy, the Authority has established the following procedures:

  2. Employees shall inform the supervisor directly of illness every day.

  3. Employees must submit a medical certificate in case of illness of 5 days or more. The Directorate of Labor may ask for a medical certificate for shorter illnesses.

  4. If an employee is sick for a month or more continuously, his case shall be sent to a confidential physician, who advises on the absence of employees in case of illness and accident, including regarding medical certificates. The confidential physician shall conduct a professional assessment at the request of the managers for return to work after illness or accident. He shall protect the interests of employees regarding what may compromise their health at work and shall work on improvements in consultation with the managers.

  5. In the case of long-term illness, the employee shall submit a medical certificate every month, except if the physician and the confidential physician considers this not necessary.

  6. If employees are sick for a month or more, they must present a certificate of competence before they resume their work.

  7. If employees are sick for a month or more, the employee and the next superior shall have a communication at least every six months to support the employee and keep him informed, except if this is not considered desirable according to the medical advice. The superior shall initiate this communication.

  8. For short-term illnesses, a Bradford scale is used. Using a Bradford formula, the number of days of illness can be converted into scores. The number of scores determines what actions will be taken, based on the last 13 weeks. Monthly, the results of the last three months are examined and the following procedure is used to respond to the results:

  • More than 25 levels: Absence conversation between manager and employee. Absence conversation is a formal conversation between employee and manager to assess the situation and the need for adjustment in the workplace.

  • Above 125 points: A HRS shall have a conversation with the employee. The parties shall draw up a written improvement plan.

  • More than 250 points. The Trustee physician has a total of an employee in consultation with the Human Resources Department. The parties shall draw up a written improvement plan.

With a coordinated and supportive procedure in the response to sickness absences we better nurture staff and promote their well-being and well-being. At the same time we make it easier for the workplace to plan the response to long-term absences.