Janet

Scenario 1: I agree with the comments made already.

Scenario 2 If this guy is saying to you that he is not capable of performing
the role he has been re-deployed to and he is holding out for a further
re-deployment then that is a pure HR/Management issue and I would refer it onto
them. Having already pointed out DDA and this man's inability to perform this
new role it is HR/Managements decision as to whether he should be re-deployed
again or dealt with under capability rules.

Hope this helps

Pete  

>>> [log in to unmask] 09/11/2005 13:12 >>>
[virus checked]Dear List,
 
Scenario 1:  
We have employees working in -5 degree C and work is physical, involving heavy
manual operations.  A request for a lumbar support was made to give added
support to the lumbar region because of the cold and the heavy lifting. All
other PPE are in place. 
 
I am wondering how effective /supportive this support would provide.  If it
proves useful, can anyone recommend specific types?
 
Scenerio 2  
Employee (age 28), diagnosed with Psoriatic Arthropathy.  (DDA applies).  Job
has been modified and redeployed when his condition becomes progressively worse.
 Nov 2004 he went on long term sick, and after OHP assessment who recommended
further redeployment or alternative job, returned to work in May 2005. On
returning,  he was medically suspended by management the following day, as there
was no suitable jobs found to accomodate him.  After two and half months of
suspension, when the employee brought a greivance against management, risk
assessment of the same job he was redeployed to in the first instance, was
carried out by OH. New job description rewritten based on  the Risk Assessment
recommendations with modifications to the job and equipment and tools supplied. 
After one and a half weeks of returning to this modified job, he has gone off
sick.  He has now admitted that he cannot perform and my feeling is that he does
not want to return to this job, knowing that there is a vacant position in
Security he could be redeployed to.  Personnel and Security management are
refusing to consider despite bringing DDA to their attention.  However, he would
like to remain in employment for as long as possible in order to secure his home
which comes with the job (has two young kids under the age of five). 
 
  The position of Security officer.  is soon to be "advertised", but the
Security manager has already lined up  his friend for the job.
 
Personnel is now looking at Capabilities issue which could  lead to termination
of contract and Personnel would be seeking  advice from OH.  
 
What other further advice and support can OH provide?  Could Personnel use
Capability to address sickness absence or vice versa?  (Employee not in pension
scheme, therefore does qualify for medical /ill health retirement). 
 
Your views/opinions would be much appreciated.  (For information, employee has
lodged case with Tribunal, claiming for unfair treatment/ feelings,as advised by
union Solicitor).
 
Thanking you all in anticipation.
 
Regards
Janet
 
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