Hi
It is entirely up to them if they do not want to provide you with additional
information. My action in this case would be to inform them and their
management that I am unable to respond to the management request for
information in their cases due to the lack of consent. I would advise
management that they should offer the employee the opportunity to provide
their own information to support their declaration that their health will be
adversely affected by them working shifts (obviously at their own cost as
the company has already made their own arrangements for this thorugh
yourself). If the employee refuses the company can make a decision on the
information that they have already and where they determine that they have
no evidence to state that the employee is unfit for shifts, they may chose
to use the disciplinary/capability route as they see fit.
Amanda Dowson
-----Original Message-----
From: Gill Annandale/ Gordon Main [mailto:[log in to unmask]]
Sent: 06 January 2004 15:20
To: [log in to unmask]
Subject: INTRODUCING SHIFT SYSTEMS
Hi all,
I hope someone can be of help to me with this thorny issue.
A company I work for 2/7 are introducing a 3 shift system, 06-1400 hrs, 14-
2200 hrs and 22-0600hrs over 5/7 on a weekly rotational basis. Of the 500
of so employees 140 have appealled against working the shifts and you
guessed it the problem has been passed to OHNA to sort out the 50 odd
employees with health issues that they feel makes them unfit shifts.
My biggest problem is that 2 employees have refused consent to me
approaching their GP for further information before I can make a full
assessment and recommendations. The main reason being is that I work for
a private company, not the "factory". I am therefore left with basing my
recommendation soley on the information they give me. Is there anyone out
there who can advise me on the OHNA position in offering management advice
in this situation.
Many thanks
Gill/ Gordon
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