Hello Brian. It is true that you let alone an OH Physician are better
placed to consider an employee functionally fit for work. If adjustments
are required for this employee to return to work and you are in a position
to provide those adjustments whilst ensuring the employee is not at risk
then why should the employee not be at work.
I have recently had some difficult experiences with union bodies who were
convinced that a GP note for sickness absence could not be challenged by
Occupational Health. However they eventually accepted that this is the case
and is lawful. However I have now introduced a system with the employee's
agreement that if I am going to challenge a GP sick note I will forward a
copy of their job description which gives the GP a clearer indication of
the duties the employee would be expected to perform if return to work was
appropriate. As is so often the case the GP is given a somewhat biased
view of working environments but has to take what is offered at face value.
Brian McAllister
<McAllisterB@BELFASTC To: [log in to unmask]
ITY.GOV.UK> cc:
Sent by: Subject: [OCC-HEALTH] Functional Assessment vs Sick line
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14/12/2005 11:10
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Hello All,
I have been carrying out Sickness absence for a few months now and would
appreciate your comments on how to deal with assessing an employee as
functionally fit for work while they are currently signed off sick by their
GP. I sent a report to the manager stating I believed the employee was
functionally fit however if the employee did not return to work a referral
to the Occ Health Physician is required. Assessing the employee as
functionally fit is not challenging the GP’s diagnosis but does challenge
the employee requirement for continued sick absence. Is this the correct
way of managing this, as the Occ Health Physician can over rule the GP ?
Thanks for your help,
Brian
Occupational Health Nurse
Belfast City Council,
The Cecil Ward Building
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