Dear all,
To add to Linda's point below, I feel that too often we neglect the
tensions that managers are under when they are managing employees with
complex health issues. They are trying to meet their business
objectives ie reducing costs, improving efficiency etc. If we obstruct
this by not giving clear information about what they can expect about
the impact of an employee's condition on work, recovery times etc then
they can not make a judgement on what they can reasonably sustain. To
repeat a sentiment I've heard a couple of times before at OH
conferences, we are all too often 'precious' about giving information
and this can be to the detriment of the employee.
I believe managers/ HR are entitled to make their own judgment about
what their company/ organisation can sustain in regard to ill-health/
absence and that they deserve impartial, professional but also full
advice about the expected parameters of recovery times to help them make
those judgements. I do not believe we should be worried about being
held to account if rehabilitation for an individual is divergent from
the normal or expected recovery and indeed feel managers should take
responsibility for making the decision if this happens with one of their
employees.
Paul
Paul D'Arcy,
Clinical Nurse Leader
Occupational Health
Hammersmith Hospitals NHS Trust
Developing And Supporting People To Make Healthcare Better
Direct Line 020 8383 3063 (Hammersmith)
020 8846 1134 (Charing Cross)
>>> [log in to unmask] 23/05/2007 >>>
Hi all,
I believe that part of our role is to advise management to allow them
to
manage their business and I have always believed there is no harm in
saying how
long on average such an illness/operation etc. would normally attract
by way
of sick leave-otherwise how can the employer decide whether they need
agency
staff or extra hours for everyone for a week or two?
This breaches no confidence and acknowledges that we are all different
and
some people will be absent more or less because of individual
factors-but it
gives the company a fighting chance to manage the situation and
discourages
them from asking searching questions to the individual about what
exactly they
are having done.
What does everyone else think? Surely we do need to offer fair
impartial
advice based on sound research?
Look forward to the feedback
Lynda
In a message dated 22/05/2007 10:17:19 GMT Standard Time,
[log in to unmask] writes:
I'm with you Glen - while I understand that generalised timescales
are
helpful to HR professionals they really do not help either the
individual or the OH professional as once you give a timescale you
may
be held to account when the individual is off sick longer that the
'expected' average.
In a previous role I was asked to 'estimate' how much extra sickness
absence should be given to individuals with a variety of medical
conditions that were likely to fall within DDA. While I suppose this
could be looked at as the employer trying to take on reasonable
adjustments I explained that this was not possible as we are all
individuals and while someone with a disability may need adjustments
it
should not be assumed that they all will.
Regards
Amanda Savage BSc(Hons); RGN; DON; NEBOSH;
Senior Occupational Health Adviser
West Midlands Fire Service
Office: 0121 446 4440
Fax: 0121 440 4427
Mobile: 07770863052
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-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On
Behalf Of Glenn Raybone
Sent: 22 May 2007 09:55
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] Sickness absence
Hello
I have to admit that I'm puzzled by this as recovery is specific to
the
individual surely? Can we generalise about expected length of
recovery?
I only ask as from past experience when generalistions were made this
led
to future problems. Whilst the type of illness and/or treatment must
be
looked at so too must the role that the person does.
I will check out the website mentioned.
regards
Glenn
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