In my opinion there are more questions than answers - current policy in
my organisation is that surgery taken for "lifestyle" rather than
essential clinical reasons should be taken in the employees own time and
should therefore not be taken as sickness absence. They have included
procedures such as classic cosmetic surgery (eg breast augmentation) but
also things like vasectomy and bunion surgery(? )
Part of attendance monitoring procedures is that absences for
significant issues such as surgery, fractured limbs, serious illness are
not included in attendance monitoring procedures - the decision for that
sits with OH. So what about if someone gets a wound infection, haemotoma
etc post op and it renders them unable to attend work? What about
termination of pregnancy - is that a "lifestyle" choice or do we then
have to explore the decision making of the individual? What constitutes
a "psychological reason" for surgery? What id someone pays for an
operation that they feel will enhance their sense of well being?
An example - I had someone recently who had laser eye surgery - it went
wrong, she had a rare complication that (I was assured ) would
sponteneously resolve without treatment apart from time and it
ultimately did. She was off for months because she couldnt see - her
contract says she is paid full pay for up to 6 months, the GP signed her
off. A bag or worms in my opinion - I can see that any practises would
be very open for criticism on the basis that there isnt a consistant
approach.
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On
Behalf Of Chris Baldwin
Sent: 19 May 2010 15:18
To: [log in to unmask]
Subject: [OCC-HEALTH] cosmetic surgery
The sometime difficult issues around time off for cosmetic surgery is
causing some debate again and I, as my HR colleagues would be interested
please in seeing other OHAs policies or protocols in how they address
staff undergoing cosmetic surgery. I take the general viewpoint that any
elective surgery for cosmetic reasons unless identified clearly as for
psychological reasons should be ideally taken during a staff members
leave time. Any unfortunate time off afterwards for complications such
as infection etc, could be considered as sick time. Your views and
comments, policies, protocols etc would be appreciated and helpful.
thank you
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