If relationship with manager problematic then would think that clinical
intervention may not be the best way to resolve the issue - how about
mediation between all relevant parties? In my experience little can be
achieved by OH if there is a stand off between two camps
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On
Behalf Of Nicky Johns
Sent: 11 June 2010 12:21
To: [log in to unmask]
Subject: [OCC-HEALTH] Stress & RTW
Hi All,
Just a quick thank you to all those who replied to my posting regarding
sickness absence, excellent advice as always.
Today's issue: I have a member of staff returning to work following a
second absence for work-related stress; following the first episode a
number of R/A were suggested, most of which the individual declined to
engage with. I have explained to this individual that the organisation
has a duty of care to them and I am concerned about their return
especially if the situation has not changed. Relationship with Line
Manager is difficult.
There are some capability issues being raised by HR and the individual
is a Union Representative. Line to be taken I think is that HR are going
to insist on R/A. I have produced an individual Stress Risk Assessment
for completion. So much history it would take all day to write about;
however I would be grateful on your thoughts.
Many thanks
Nicky
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