Hi every one
Can I take this opportunity to say this is an ideal scenario in which to
demonstrate how reflective practice can assist in developing our practice.
This situation is not uncommon in OH and as Gina states there is only so far
we can take individual cases but how can we prevent this situation re
occurring within our practice? End up with improved practice?
Within the relective cycle we need to take the wider prospective and analyse
others involvement before we decide future action. In this case take the
view point from the patient, OHN, employer practice nurse and the GP
Write a narrative as these individuals (put yourself in their shoes, reflect
as them, what are they thinking) use this narrative to tweak out prevailing
issues.
These are then the areas to work on to improve practice. for example if you
was the GP why do they think as they do? what can we do to improve the
situation , hence you have an action to take.
I have used this method and it really helps to bring out themes and areas
for debate in order for you to analyse practice
As part of continual professional development this work can then be placed
within your portfolio as evidence to improve practice and keep updated, a
never ending cycle. Excellent material to use in clinical supervision as
well........if not formally with a peer. THis type of reflection far
exceeds the quality of discussion or thinking alone.
Gillie BOlton is an author who has written an excellent book on reflection
(Bolton G (2001) Reflective Practice- writing and profesional development,
London, Sage.)
Happy reflecting
Becky Elliott
Senior Lecturer/Course Leader
Leeds Metropolitan Uiversity
-----Original Message-----
From: Gina Jones
To: [log in to unmask]
Sent: 21/09/05 09:02
Subject: Re: [OCC-HEALTH] Employee who is off with a drug dependency
this may be true but from an OH perspective, he still needs to be
willing to receive help and meet the company half way(unless his mental
health problems are such that he needs sectioning)
i'm sure your personal circumstances have enabled you to have a great
understanding in this case, but there is only so far you can go
sometimes
-----Original Message-----
From: JANE FOSTER [mailto:[log in to unmask]]
Sent: 20 September 2005 22:06
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] Employee who is off with a drug dependency
Hi All,
I have read all the comments regarding the person smoking cannabis and
would like to add that depending on the amount and quality of it (more
often than not cannabis is now mixed with something else. Skunk is what
it is also know as) may depend on whether it triggers any underlying
mental health problems such as schizophrenia.
You may be wondering why or how I know this, I've had first hand
experience dealing with the issues with my son. It's easy to pass
judgement when not fully informed of the facts.
Jane
Greta Thornbory <[log in to unmask]> wrote:
It makes me wonder if he was using the cannabis to help him with other
problems and concerned that in the course of this he was becoming
dependant - rather than sorting out the initial or underlying problems.
It sounds as though the counsellor has not necessarily got to the bottom
of his problems, not helped him solve/resolve them - they don't always.
The GP may well realise or even know this - now. You need now to refer
to your sickness absence policy and follow the procedures along with the
HR department and in conjunction with the risk assessment of what is
required for the job.
Cannabis is not addictive in the same way as alcohol and nicotine and
you may find more useful information on www.lifeline.org.uk
<http://www.lifeline.org.uk/> which also leads you to other informative
drug sites. Many people smoke cannabis socially and are not at risk to
themselves or others, but it does depend on the job of course.
Greta
Greta Thornbory
Consultant, Occupational Health & Education
Consultant Editor, OH Journal
www.gtenterprises-uk.com <http://www.gtenterprises-uk.com/>
Tel: 01235 770156
Mob: 07778 518 027
----- Original Message -----
From: Julie <mailto:[log in to unmask]> Lawlor
To: [log in to unmask] <mailto:[log in to unmask]>
Sent: Tuesday, September 20, 2005 1:43 PM
Subject: [OCC-HEALTH] Employee who is off with a drug dependency
Hello,
any advice will be much appreciated here.
We have an employee who went to his manager stating that he had a drug
dependency (cannabis) and wanted some support to help him stop his
dependency. This is line with our Drugs and Alcohol policy. We brought
in
an independent drugs counsellor who has supported him etc over the
weeks.
During this time, the employee has been off sick with anxiety and stress
related illness. His counsellor and manager thinks that he may
be "milking" his sickness absence and could come back to work even on
reduced hours and restricted (office based) duties.
OH were asked to get involved at this point as the employee stated that
he
was seeing his Practice Nurse who was signing him off sick. I queried
this
as I thought it was unusual for a Practice Nurse to sign Med 3 notes.(As
it
happens, the PN writes the Med 3 note and the GP signs it) I also asked
! him
to sign a Release of Medical Information form so that I could write for
a
medical report from his GP.
The employee, who doesn't want his GP to know he is taking drugs, found
out
that I contacted his Practice Nurse for the above reason and was upset
over
this. The employee is now refusing to sign a release form, and is
refusing
to see his counsellor or meet with his managers.
He has since seen his GP (today) who has phoned up his Manager and has
basically told his manager that the employee is ill and to leave him
alone.
I believe that it would be beneficial for the employee to come back to
work
as part of a rehabilitative programme, but he seems reluctant to do so
for
whatever reason. The Company itself has a strict sickness absence
policy
where they like to see employees at work on restricted/precautionary
duties
rather than be off sick.
So where do we stand from an OH point of view to try to get him ! back
to
work. I feel that we may come across a barrier now as far as his GP is
concerned. The Company has been supportive of him but feel that he
needs
to return back to work.
I would appreciate your thoughts on this matter.
Regards
Julie Lawlor RGN
Occ Health Adviser
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