7.4.2     If the employee is expected to return to work in the near future, no further action will be necessary unless the employee fails to return at the expected time.
7.4.3     Prior to an employee returning to work following long-term sickness absence, the Director/Head of Service, in consultation with Head of Personnel and the employee concerned, shall consider along with any medical advice that may be available whether it is desirable for the employee to return to work initially on a part-time basis. In other cases consideration may be given to the employee returning to work on a full-time basis but undertaking alternative duties on a temporary basis.   Where such a temporary arrangement is approved, the employee shall suffer no loss of contractual earnings.
7.5        Protracted Long-Term Sickness Absence: APT&C, Manual and Craft Employees
7.5.1   If the stage is reached where an employee's long term sickness is causing serious concern the employee shall be referred again to the Occupational Health Physician in order that an up-to-date medical opinion can be obtained.
7.5.2  Where, following receipt of the Occupational Health Physician's opinion, it is considered that the expected absence is no longer acceptable the Director/Head of Service or nominated officer shall arrange to meet with the employee and his/her representative, if any, following consultations with the Head of Personnel. At this meeting the officer shall:-
a)        inform the employee of the Occupational Health Physician's opinion;
b)      advise the employee that his/her absence can no longer be accommodated and              the reason(s) why this is the case; and
c)      consider any issues raised or comments expressed by the employee or his/her representative.
7.5.3    Where the Director/Head of Service or nominated officer concludes after carefully considering all the available information that other options, including alternative employment, cannot be pursued, the employee shall be informed that he/she is to be dismissed on grounds of capability due to ill-health.
7.5.4   Where a decision is taken to dismiss an employee under these provisions, the dismissal shall be confirmed in writing by the Head of Personnel within five working days of the employee being informed. This letter shall  : -
a)      refer to meetings held to discuss the employee's absence;
b)    refer to the most recent medical opinion and any earlier relevant medical opinions obtained from the Occupational Health Physician; and any other medical advice that may be available;
c)      state the reason for dismissal;
d)      state the effective date of dismissal;
e)      indicate that the employee shall receive a payment in lieu of his/her entitlement to notice and payment of any other entitlement;
f)      refer to the employee's right of appeal to the Appeals Sub-Committee of the Policy and Resources Committee and indicate the date by which notice of appeal should be received; and