Glenn,
Would suggest that the diagnosis is not a major factor at this time, more
what can the employee do in relation to his/her job and as Occ health advise
accordingly.
Would also point out employment law from Diana Kloss where a suspension of
employment be undertaken, this gives both parties certain rights and if the
employee becomes fit again or has a workable diagnosis he/she can resume
previous duties. I suspect it will be more invovled than this, but would be
an HR problem.
Hope this helps!
Clive Parbery
-----Original Message-----
From: Glenn Raybone [mailto:[log in to unmask]]
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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