Yes, for policy/potocol/statistics etc (With input from OH), but in the
cases where the employee is off for an extended period for example it would
then require management of the indoividual case which should be referred to
and led by occupational health in collaboration with interested parties
(working as an advocate, maintaining confidentiality etc.).
Craig Graham OHA
> -----Original Message-----
> From: Jeremy Smith [SMTP:[log in to unmask]]
> Sent: 29 October 2001 12:27
> To: [log in to unmask]
> Subject: Re: Sickness Absence
>
> ...so is managing sickness absence a management function or not?
>
> Jeremy R F Smith
> RGN AIIRSM BSc Hons (OHN)
> Occupational Health Advisor - Dover Harbour Board
>
>
> -----Original Message-----
> From: Lucy Kenyon [mailto:[log in to unmask]]
> Sent: 29 October 2001 12:20
> To: [log in to unmask]; Jeremy Smith
> Subject: Re: Sickness Absence
>
>
> Indeed
>
> I work to the principle that we are there to mutually benefit the
> employee and employer, as improved performance is usually the result
> of helping an individual to manage their health more effectively.
>
> Isn't patient advocacy all about making sure they know their health
> choices and empowering them to make decisions?
>
> We also help by alleviating factors that are contributing to health
> problems through practical management advice.
>
> I don't see that as management's whipping boy at all!
>
> Lucy Kenyon
> SOHA Leicester City Council.
>
>
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