Hello list,
Thank you so very much for all of your comments. I will be collating
them on Monday and then discussing with my manager, who os fabulous by
the way and will back me all the way. Thanks again. Your all
brilliant, what a fabulous forum jisc is. Never let's you down. X
On 14/10/2011, kate owen <[log in to unmask]> wrote:
> All,
>
> I am sure Ali has found all the responses very useful, as I have and a
> number of others I am sure.
>
> I did just want to add a slight slant on the 'be close to the door' option
> though. It does sound the best option from a personal safety point of view
> but a psychiatrist one suggested to me that this is ok as long as you are
> not blocking the individual from leaving the room i.e if you (by sitting
> closer to the door) prohibit the client from running out, it could be that
> you fall victim to violence in their need to flee.
>
> I have tried to arrange my office accordingly ever since and it has not
> always been easy. Here's to staying safe!
>
> Kate
>
>
>
>
> ________________________________
> From: Fiona McKinlay <[log in to unmask]>
> To: [log in to unmask]
> Sent: Friday, 14 October 2011, 19:31
> Subject: Re: [OCC-HEALTH] Mental Health Assessment
>
> Hi All,
>
> Watching this with interest.
>
> If HR have gone to the trouble of asking an external 3rd party to carry out
> an assessment, which you were not privy to before or after the event, then
> why did they not request the 'fitness to attend hearing' from the assessor?
> Whether or not you can see the report will depend on the wording of the
> consent the individual gave at the time of the assessment.
> As someone already said, they've requested a report which they may not be in
> a position to understand
>
> Quite honestly I would be tempted to say that they will have to deal with it
> themselves as they have done up to now.
> Why did they not ask for your assistance up front?
> Again stressing what someone else has said that they have a duty of care to
> you also - what risk is there to you based on previous behaviour and
> information that may be in the psycho-analytical report?
> You mention other OH colleagues......do you have senior OH adviser/manager
> to go to for assistance?
>
> Fiona
>
> -----Original Message-----
> From: [log in to unmask] [mailto:[log in to unmask]] On Behalf
> Of Karen Coomer
> Sent: 14 October 2011 18:14
> To: [log in to unmask]
> Subject: Re: [OCC-HEALTH] Mental Health Assessment
>
> Hi Alison
> This is advice from the Health and Work Handbook Section 4, its attached;
>
> The following questions may be used to determine fitness to attend a
> disciplinary meeting, or engage with the management process leading to such
> a meeting:
> Does the employee have the ability to understand the allegations made
> against them?
> Does the employee have the ability to distinguish right from wrong?
> Is the employee able to instruct a friend or representative to represent
> their interests?
> Does the employee have the ability to understand and follow the
> proceedings, if necessary with extra time and a written explanation
>
> Your employer has a responsibility for your duty of care and you have the
> right to do a dynamic risk assessment based on the facts in front of you so
> I would be objective and advise that you cannot advise she is fit due to the
> lack of objective medical/psychiatrist/psychological evidence. Perhaps an OH
> assessment is then necessary to establish whether there is an underlying
> issue which is symptomatic of her behaviour - a referral to a psychiatrist
> may then be appropriate. And why can't you see the psycho-analytical report?
> Difficult....
> Karen
>
>
>
>
>
> -----Original Message-----
> From: [log in to unmask] [mailto:[log in to unmask]] On Behalf
> Of Alison Morrow
> Sent: 14 October 2011 15:57
> To: [log in to unmask]
> Subject: [OCC-HEALTH] Mental Health Assessment
>
> Good afternoon all,
> I am due to see a member of staff soon, who is currently under investigation
> for bullying and harrassment allegations against her.
> She was being represented by a union, who have now declared they will no
> longer be representing her due to her erratic and volatile behaviour. She
> suffers with paranoia and has regular incidences of rage and there is a
> query whether she may self-harm.
> What she doesn't know is that she has a further allegation against her for
> the same reason. HR obviously have to move the case on, but feel she is
> making herself unemployable by her behaviour. a dignity at work
> investigation is also pending.
> A psycho-analytical report has made, but i am not privvy to it HR want to
> know from me whether this person is fit to attend the investigation.
> My question to you all is:
> We all conduct basic mental health assessments using basic psychological
> assessments and HADs for common mental health problems; but are there any
> better questionaires/assessment tools that i could use to assess this
> person.
> Also, I have been advised by the union rep not to see this person alone but
> i work remotely in an office away from my OH colleagues. Work have offered
> an admin person to be with me. Is this appropriate? should an OHP be doing
> this sort of assessment?
>
> Your help/advice/assessment tools will be gratefully received.
>
> Thanks
> Alison Morrow
>
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