Lol. On Tramadol are you? Fab stuff :)

On 19/06/2010, sharon naylor <[log in to unmask]> wrote:
>
> Sorry but I am now desperately trying to think of a health condition
> secondary to pyromania - chronically burnt hands? Nasal problems from the
> sulphur in the matches? Forgive the unprofessional bit - broken toe and
> painkillers causing a bit of delerium:-)
>
>> Date: Sat, 19 Jun 2010 11:48:42 +0100
>> From: [log in to unmask]
>> Subject: Re: [OCC-HEALTH] Fitness
>> To: [log in to unmask]
>>
>> Yup...alcoholism (and pyromania) are specifially excluded by DDA but
>> as Sharon says any secondary condition caused by the alcohol may be
>> covered. Adherence to treatment is only relevant to management in
>> relation to current and future fitness for work. Always worth pointing
>> out to management that there is no medical solution to dependency
>> issues and as such the employee can not be 'made well'. Always best to
>> involve unions etc as soon as possible so management and employee can
>> agree a plan for going forward including any actions that may be taken
>> if relapse / conduct issues occur that appear to be related to
>> alcohol. Interestingly a 2008 tribunal found an employee should not
>> have been managed solely under sick absence policy as early on he had
>> said a couple of times that alcohol was involved.
>>
>> On 19/06/2010, sharon naylor <[log in to unmask]> wrote:
>> >
>> > I think that while the dependance itself may not be a DDA issue some
>> > secondary/associated health conditions might be (depression?
>> > cirrhosis?),
>> > not sure that if they engage or not makes a difference, happy for this
>> > to
>> > be clarified by anyone out there who has a better handle on it than me
>> >
>> >
>> >
>> > Date: Fri, 18 Jun 2010 22:18:00 +0100
>> > From: [log in to unmask]
>> > Subject: [OCC-HEALTH] Fitness
>> > To: [log in to unmask]
>> >
>> >
>> >
>> > Hi, am I correct in thinking that the individual who 'engages' with
>> > support
>> > and complies with treatments/support mechanisms is covered by the DDA.
>> > Not
>> > the easiest of cases Di by the sounds of it! Anita
>> >
>> >
>> >
>> >
>> >
>> > Best regards, Anita Pearson
>> >
>> >
>> >
>> >
>> >
>> >
>> > Date: Fri, 18 Jun 2010 11:04:19 +0100
>> > From: [log in to unmask]
>> > Subject: Re: [OCC-HEALTH] Fitness
>> > To: [log in to unmask]
>> >
>> >
>> > Funnily enough am going into a meeting on a similar case within next
>> > hour.
>> > In my case - he simply does not turn up for work, then cites stuff like
>> > "my
>> > daughter was assaulted and taken to hospital", "my car got stolen". He
>> > has
>> > been referred to OH on many occasions, disputes he has issues with
>> > alcohol,
>> > says he has domestic problems and has "splurges", regularly turns up in
>> > a
>> > dishevelled state, has been referred on for additional support at his
>> > request at least twice, never turned up for the appointments.
>> >
>> > In the last week he has not turned up 3 times - union are asking me what
>> > I
>> > can do for him as we have a new, keen and very tough boss. I think that
>> > its
>> > always a management issue and OH contibute to cases by offering advice
>> > and
>> > intervention, but ultimately its always for management to decide the way
>> > forward - the individual doesnt attend work, while he may well have a
>> > significant problem (and I believe some of the chronic conditions that
>> > may
>> > be caused by dependency ARE covered by DDA?) if he doesnt want to engage
>> > with any of the assistance that is available then he runs the risk of
>> > being
>> > penalised fairly severely because of erratic attendance, irrespective of
>> > cause. If management cant tolerate the absence then they will take
>> > manaement
>> > steps - and i`m not sure what OH can do about that
>> >
>> >
>> >
>> >
>> >
>> > From: [log in to unmask] [mailto:[log in to unmask]] On
>> > Behalf
>> > Of Di Stockbridge
>> > Sent: 18 June 2010 10:27
>> > To: [log in to unmask]
>> > Subject: [OCC-HEALTH] Fitness
>> >
>> >
>> >
>> >
>> >
>> >
>> > Morning,
>> > Anyone out there care to offer their advice/view on the following:
>> > Individual @work after absence long term absence with chronic liver
>> > condition......not seen before in OH. Assisted back by OH, currently on
>> > a
>> > phase rtw & restrictions for climbing ladders temporarily, declined
>> > giving
>> > any info regards drinking behaviour/intake on regular basis.
>> > GP report very helpful, indicating individual was diagnosed with chronic
>> > condition number of years, I’ve looked at PEQ, not declared at start of
>> > job
>> > two years ago.
>> > GP also states individual had requested GP did not mention chronic
>> > condition
>> > on med 3/Fit note....previous absence over past year = 104 days in total
>> > of
>> > which 55days were due to problems associated with the above condition.
>> > There is Support from appropriate specialist nurse through the NHS -
>> > individual does not always attend
>> >
>> > Whilst I would want to support individual in work, I believe his manager
>> > is
>> > likely to see a pattern in the future with either short term or possibly
>> > long term absence with health issues linked to his condition. I know
>> > Alcohol
>> > addiction & dependency are excluded from the definition of impairment
>> > under
>> > the DDA. When does this situation stop being an OH issue and become a
>> > mgt
>> > issue for them to determine what is reasonable level of absence to be
>> > taken
>> > in the future?
>> >
>> > I feel quite a sensitive issue for all parties? Your views appreciated
>> >
>> > Have a good weekend
>> >
>> > Di
>> >
>> > Di Stockbridge
>> >
>> >
>> > Occupational Health Nurse
>> > Dynex Semi Conductor
>> > Doddington Road
>> > Lincoln
>> > LN6 3LF
>> > 01522 502719
>> > Email [log in to unmask]
>> >
>> >
>> >
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