A total of 1,545 days have been lost in West Dunbartonshire Council’s corporate services section in just three months.

The absences, recorded between July and September this year, have cost the skint council £167,000.

Alarmed council chiefs say the figures give “cause for concern” and insist “immediate intervention” is required.

The department’s boss Angela Wilson produced a report for last week’s corporate services committee, which reads: “In quarter two, corporate services lost a total of 1,545 FTE (full time employment) working days of productivity to sickness absence which is an increase of 452 FTE days compared with last year.

“It is estimated that the cost of absence for quarter two was £166,860. This figure does not take into account the indirect costs of absence such as overtime, loss of productivity, reduced team performance.

“Compared with last year’s positive performance for quarter two, this year’s absence gives cause for concern.

“Immediate intervention will be required to ensure that the continued increase in absence does not continue.” This comes 18 months after the council launched its controversial ‘Working Well Together’ drive, aimed at lowering sickness absence rates and improving performance.

The internal campaign was criticised by trade unions who were unhappy at some of the tactics used by the council.

Controversial banners and floor vinyls were put in place in council buildings, which detailed messages comparing a day’s sick leave as the equivalent to 50 meals on wheels.

Claims were made that some employees felt ‘bullied’ by the banners and unions launced a petition to have them removed immediately.

A policy was also introduced where council staff who missed work repeatedly through illness were to have their circumstances “reviewed” by bosses.

Trade unions said they were not consulted about the campaign and, at the time, UNISON chief Tom Morrison said it was causing “some discomfort” among members.

The council has made a commitment to improving attendance levels by setting ambitious targets of reducing days lost to seven FTE days — and 5.5 FTE days for teachers — by 2017.

Council leader Martin Rooney said: “The statistics show that while the pilot campaign was running in 2013/14 sickness absence fell by 15 per cent in corporate service. Since the campaign ended in February 2014 sickness absence has increased. That tells me the campaign was having a positive effect.

“These latest figures are really disappointing and for me it just proves that we need to have a constant focus on absence if we are to reduce a problem that is currently costing the council around £5 million a year.

“On a more positive note, it is pleasing to see there are positive trends on absence this year within education and housing, environmental and economic development.” A council spokesman confirmed that the staff absence campaign ended nine months ago — and also argued that it was effective when in operation.

He added that the council is “very disappointed” with the huge increase in staff sickness levels between July and September 2015.

“This contrasts with the positive progress made last year,” he said. “And the council will be responding immediately to step up its efforts to reduce the problem. This will include greater scrutiny of managers to ensure they are following the absence policy, and re-launching the internal communications campaign.”