Our system allows an employee to return to work on a rehab programme on full
pay, even when they have been on half or nil pay while absent. They do not
usually use up holiday as part of the days they are not at work, though this
is discretionary on both sides. However, we usually limit this arrangement
to 4 - 6 weeks. After that, the manager and HR can start requesting that
leave is used up. Also if the rehab programme is going to take longer, then
pay can be aligned to days worked. This can get difficult if you have an
employee with ME for example, but is a reasonble alternative to paying
indefinite full pay for limited working days.
Lindsey Hall
National OH Manager
Environment Agency
----- Original Message -----
From: "Glenn Raybone" <[log in to unmask]>
To: <[log in to unmask]>
Sent: Tuesday, February 04, 2003 9:32 PM
Subject: Return to Work advice
> Hello all,
>
> could I have comments and advice on the following:-
>
> an employee (NHS) has been 'off sick' for some months. She is reviewed and
> a programme to return to work is planned. Basically she works 5 days a
> week, and plans to return by doing 3 days a week initially. She has annual
> leave entitlements to take and I have suggested she uses this up in the
> retrun to work plan.
>
> However, and here is the question, she was also seen by a physician (OH)
> who said that she need not use up her annual leave, and that the 2 days a
> week she would not be working could be classed as 'sick', because, she is
> not "well enough to return to 5 days a week, and by asking her to do so
> would end up with her going off altogether". Now I am puzzled at this.
> Either she is fit to return or not. But if she returns on a reduced number
> of days, albeit temporary, she cannot count the 2 days she's not at work
as
> sick. Surely it is normal practice to ask her to use up her annual leave
> entitlement?
>
> What do others think?
>
> Glenn Raybone
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