The advice from Frank about having an end date is excellent. We never used
to have an end date to phased returns and got our fingers burnt a couple of
years ago, so now we always state that a phased return should last for up to
6 weeks and after that the situation will be reviewed. At this stage, a
medical report will be obtained and we might consider either a temporary or
permanent reduction in hours and pay. Clearly the action taken will depend
on the circumstances, diagnosis, prognosis etc, but there does need to be a
clear date on which further investigation will be done.
Lynda
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]]On
Behalf Of Frank Oakes
Sent: 17 May 2007 20:08
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] Pacemaker
Hi Catherine
In fairness to the business was an end date or timescale set by which time
the company expected him to return to full and normal duties giving both the
employee and employer a better guide of what was expected rather than let
him fall in to the open ended 'light duty' syndrome that the medical
practitioners think industry can provide.
Lets be honest it sounds like the only reason he returned to work was his
sick pay ending and while I sympathise for him if he was not ready he should
not have returned. As for the pains over his scar I have seen this before
and was advised that it is normal though in one case I have a memory of a
man requiring further treatment to reduce the pain.
He is likely to be covered by the DDA IMO and at the end of the day if all
else fails we are advisers and we can only advise, whether they choose to
take our advise is their decision. I suppose they have to ask them selves
are they being reasonable. If you can get an extension by a few weeks by
getting all parties to agree that at the end of this time he will be
expected to work full and normal duties and work closely with him and
possibly the cardiac rehab team then this may help resolve the situation. I
find that management get very frustrated about woolly open ended plans and
while we can never set them in stone there has to be an end point.
Sorry if this rambled a bit and I hope it helps. I will probably read this
tomorrow and wonder why I wrote it, but after a 14 hour day it's the best I
can do.
Good luck with this one
Frank
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On Behalf
Of Catherine Wood
Sent: 17 May 2007 07:59
To: [log in to unmask]
Subject: [OCC-HEALTH] Pacemaker
At present, I am seeing a 42 year old man who had a pacemaker fitted in
January. He is a production worker in the Food Industry.
He has been back to work now for 6 weeks on a graduated return doing 'light
duties' only. Last week he was persuaded back to full time work, by the
company as his sick pay had come to an end.
This week he has worked a full week. The management are now allocating him
to more strenuous tasks. The reason for this is that they have said that
they have supported him for the last 6 weeks and now he is back to work
properly they feel he should work in a fuller capacity.
I am not happy with this, and I have advised them as such. The mans
Cardiologist would support my advice of light duties, until a further review
in July and has expressed this in writing.
Although he has managed at work this week, he has been having pains over his
scar. He is quite understandably anxious about his health, and whilst happy
to be at work feels that some jobs are too much. My concerns are that if
this man continues to be placed on 'heavier' jobs he will go off sick.
Could anybody offer advise me.
Is the DDA likely to apply in this case?
Where do I stand, if the Management ignore my advice?
Thank you in anticipation
Catherine Wood
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