Donna,
Rather than OH having to battle it out in isolation, could you
constructively widen the debate and enlist the support of others in the
organisation?
I wonder if HR appreciate the obligations they place upon themselves by
processing 'sensitive data' such as 'worker health information' under data
protection legislation. Do they appreciate the unnecessary risk that they
expose the company to? What do others think of this 'risk to the company'
e.g. legal/ Insurance dept /your data protection team/ Corporate risk and
responsibilities team?
What do the organisations managers think of the duplication and extra cost?
Are they agreed on the benefit of HRs approach?
What do the organisations managers/Unions (if there are any) think of HRs
practice? Are they happy to make a decision based on HRs interpretation of a
GP report? Are they satisfied a tribunal would consider HR to have given
'competent' advice?
Are employees happy with the approach?
Good luck
Dawn
Dawn C. Smith
Team Leader
Occupational Health Adviser - Southern
* CTN: 142 3099
* BT: 01424 - 892 666 Ext. 3099
* Mobile: 07836 290 849
* [log in to unmask]
-----Original Message-----
From: Donna Dixon [mailto:[log in to unmask]]
Sent: 25 February 2004 20:51
To: [log in to unmask]
Subject: GP/Consultant report requests
Hi Folks
As we seem to be in the middle of some really lively debates
at the moment,
I wonder if you kind people would share your thoughts
regarding the
following issue:-
A client (HR) whom we provide OH services to are adament
that they will
continue to request and recive GP/Consultant reports prior
to a referral to
OH. When asked 'why?', their reasoning behind this suggests
they want to
compare the GP information against OH
advise/recommendations!!!!! (strange
but true)
What I dont need is a debate telling me that this is
professionally, and
ethically wrong and suggestions that they do not really
understand the
concept of OH (this is already agreed within the OH dept).
What we would
appreciate are comments from any of you who have dealt with
such a
situation and have managed to work towards turning such as
situation
around. This is being addressed through consultation and
trying to work
together but I feel we may hit some brick walls in due
course. Any
information from an HR perspective either way would be also
appreciated, as
I am living in hope that there are some genuine reasons for
this!!!
A appreciate and respect the comments of you all.
Kindest regards
Donna
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