I appreciate that from the client's perspective a diagnosis is important.
From an OH perspective perhaps is the lack of diagnosis relevent - the
important issue is the implications of the symptoms. If the person is
employed to work at heights whether his loss of conscious is a result of
seizures or some other reason the bottom line is he would not be fit to work
at heights.
Does this help
Anne
On 3/6/08 11:50, "Haffner-Loach Neil G - Senior OH Nurse Practitioner / Ops
Manager" <[log in to unmask]> wrote:
> How long has this been going on Glenn?
>
> How many times has it happened?
>
> Would DDA apply?
>
> Is the diagnosis Unexplained loss of consciousness?
>
> Neil
>
>
>
> -----Original Message-----
> From: [log in to unmask] [mailto:[log in to unmask]] On
> Behalf Of Glenn Raybone
> Sent: 03 June 2008 11:47
> To: [log in to unmask]
> Subject: [OCC-HEALTH] Absence of Diagnosis
>
> Morning
>
> can I ask for opinions on what the situation is when a diagnosis is not
> known?
>
> For example, I have a member of staff who has had absence from work due
> to
> episodes of loss of consciousness. They have had restrictions put in
> place
> and then a further episode causes further absence.
>
> A variety of medics (Consultants/GP's) have been unable to make a
> diagnosis
> based on various investigations.
>
> HR are wondering about a Capapbility issue, but my concern from an OH
> point
> of view is can they do this without a diagnosis? For example, what if
> this
> was done and then a diagnosis and treatment was subsequently found and
> health was returned to normal? Would OH be at fault as much as HR?
>
> any thoughts?
>
> regards
>
> Glenn
>
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