Hi all
good debate going on - like the rumsfeld quote.
I think its important to practice the important key aspects. What
information is necessary to maintain confidentiality/sensitivity with
- how do we practice around this - everyone will have key phrases
they use. In my opinion, there is 99.9% of issues that do not need
to be disclosed. Unless it is the interest of the health and safety
of the public etc..as per the HASAW Act - i have yet to experience
such a scenario where you breach confidentiality without the
employees consent.
You can often deflect questions by redirecting it the main issue -
such as confirming an ongoing underlying medical condition, treatment
plan and prognosis/ control, Specialist involvement, impact on
attendance e.g higher than average absence etc.. - only if relevant -
and all with the employees consent with discussion and only IF HR/
manager has requested information regarding this. I quite often find
that HR know about the issue already as they have met the employee
e.g once company absence benchmarks have been met. It is detailed
in the referral form which has been discussed with the employee prior
to agreeing to meet with OH.
I had experience of a case where the employee stated i breached
confidentiality with her report. This was not the case as i
discussed the report content with her prior to disclosure and with
her written consent. At no time in her report did i make mention/
name any health condition - what she did not apparently like was
that i felt in my opinion her health issues and attendance could
potentially be improved with some lifestyle changes. She did not
take this matter further.
Hope this is of help
Best Regards
Stephanie
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