Information for RCSI Staff

The information on this page is to inform you about H1N1 flu and to tell you what to do if you think you might have it.

It is important that you keep yourself up to date in relation to this subject, for example by checking this website regularly.

First of all, don’t panic – the vast majority of patients will have a relatively minor, self-limiting illness which can be easily managed at home. Carefully read the preceding page which will give you a lot of general information about H1N1 flu, including symptoms, hygiene measures and frequently asked questions.

Then, if you still think you might have the illness, it is important that you contact your own GP by telephone for advice. This advice is likely to include resting, taking plenty of fluids, regular paracetamol (usually 1000mg three or four times daily) and avoiding public contacts.

Most people will fully recover within a few days and will probably not need anti-viral treatments unless they are particularly ill and/or in a defined risk group (see preceding page). If you are in either of these categories, please contact your own GP.

Please do not go to the GP practice, to a hospital or into College as you may spread the infection.

Your own GP will also be able to advise you about receiving anti-‘flu vaccinations. This season there will be two different anti-‘flu vaccines available:

Both of these vaccines will be supplied in batches, which means their distribution will be prioritised. We will update this website as that information becomes available. 

Again, it is important to emphasise that most people will not get H1N1 ‘flu and even those who do are most likely to get modest, self-limiting symptoms.

For your information, here are two documents from RCSI Human Resources detailing current policy relating to swine ‘flu and sickness absence procedures:

The purpose of this document is to outline RCSI’s policy and procedure relating to Influenza A (H1N1) and to address some queries staff may have.

 

This policy applies to all RCSI staff.

 

RCSI is following current public health advice in relation to Influenza A (H1N1). An RCSI Response team has been set up to look at all aspects of swine flu and the effect it might have on RCSI staff and students. If you are symptom free, but have been in contact with someone who has the virus, the advice is to carry on as normal whilst monitoring yourself for symptoms.

 

If you have been in contact with someone who has the virus and you are in a high risk group (have diabetes, chronic respiratory, heart, liver, neurological disease, Immunosuppressed, aged 65 or older, are on medication for asthma or you are pregnant), you are asked to contact your GP for advice.

 

RCSI is adopting a rational approach to the influenza threat within existing policies and procedures. The following addresses some questions you may have;

 

Yes, except if you have symptoms of Influenza A (H1N1) (log onto www.mercersmedicalcentre.com to check symptoms). RCSI remains open and work is continuing as normal. RCSI will continue to monitor the situation and will follow public health and HSE guidelines as appropriate.

 

You should come to work as normal.  if you have any Influenza A(H1N1) symptoms, you should contact your GP for further advice.

 

You should contact your Head of Department/nominee and arrange to take leave. In the first instance force majeure leave is available. This is emergency leave that allows staff to take paid leave for 3 days in any 12 consecutive months or 5 days in any 36 consecutive months. Absence for part of a day is counted as one day of force majeure leave. After the force majeure leave entitlement is used up, then you are expected to take annual leave as normal.

 

You should contact your Head of Department/nominee and arrange to take annual/unpaid leave.

 

Normal sick leave procedures relating to absences and payment will apply. Please refer to RCSI’s Absence Management and Sick Leave policy.

 

You are expected to attend work as normal at this point in time.

 

 

You need to establish specifically

Normal sick leave arrangements will apply in both circumstances.

It is a condition of employment with RCSI that you satisfy your obligation to attend work. Consistent regular attendance at work is required, and you will be held accountable for such. In cases where you are consistently absent, absence shows an unacceptable pattern, notification requirements are not met and/or you fail to meet your contractual obligations, the disciplinary procedure will apply.

 

This policy outlines RCSI’s policy and procedure relating to Absence Management and Sick Leave.

 

This policy applies to all members of RCSI staff.

 

All absences due to sickness should, in the first instance be reported to your Head of Department/nominee within two hours of normal starting time on the first day of illness. You should indicate the reason and likely duration of your absence. If you are unable to call, then you should ensure that someone does so, on your behalf. It is not sufficient to leave a telephone/e-mail message.

 

For a staff member to receive sick pay in the event of a work accident they must comply with the following procedure

Payment under these circumstances will commence on the 1st day of absence

When a staff member is paid while absent on sick leave arising from physical injury caused by an accident, a written report giving the following information should be furnished as soon as possible to RCSI

If a staff member receives any compensation payments from a third party then the salary whilst on Sick Leave must be repaid to RCSI.

You have a responsibility to return to work at the earliest date possible commensurate with good health and safety. Before returning to work from a sick leave absence of three days or more you may be required to provide a Certificate of Fitness to Work from your GP confirming that you can safely return to work.

RCSI reserves the right to have you examined by our own Medical Practitioners at the College’s expense.

When a period of medically certified illness occurs during your annual leave, this period will not be deemed to be part of your annual leave. Your Head of Department/ nominee must be notified immediately and production of a medical certificate is required.

Where you fail to comply with the sick leave procedures or have an unsatisfactory absence record, you will be invited to a meeting with your Head of Department/nominee and/or Human Resources representative. Where abuses of the sick leave policy have been committed, RCSI reserves the right to initiate disciplinary proceedings, up to and including dismissal.

Sick Pay Benefits may be disallowed or suspended for any of the following reasons (please note this list is not exhaustive)

Disability arising from injury suffered as a result of failure to abide by company safety rules or illness.

Injury resulting from circumstances normally excluded by standard insurance conditions e.g. self- inflicted injury, hang gliding etc.

Illness during a period of strike in which the claimant is involved.

Failure to undergo examination by a RCSI appointed doctor

When a staff member is out sick (certified/uncertified), it is imperative that the Head of Department/nominee informs the Human Resources Department by e-mail – sickleave@rcsi.ie  and ensure that Medical Certificates are sent directly to the Human Resources Assistant or HR Manager (Operations) who in turn will notify the Salaries Office.