Yes well said Sharon. Agree on the 3 basic questions. Our Phsyican used
to state that if a person can hold a credit card or passport, then there
is no reason to deem them unfit for a disciplinary. Delay usually
exacerbates any symptoms of stress/depression. But it sounds like
bipolar or even psychosis, so stand well clear!
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On
Behalf Of Naylor, Sharon [HMPS]
Sent: 14 October 2011 16:10
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] Mental Health Assessment
First may I say - poor you to be put in this position
I have a bit of an issue with the expectation that OH will happily see
people that other people (in your case the unions) would not dream of
being alone in a room with. Before I offer an opinion as to whether its
appropriate for an admin person to be present at the consultation I
would be asking whether its appropriate for you to be seeing her at all
What exactly do HR want? Presumably they want a behind covering
exercise. If there is already a psychoanalytical report (and why aren't
you privy to it?) why are they asking you to see her?
There are only very few questions that can be asked to determine
"fitness" to attend formal meetings - I believe these are Does the
individual comprehend what is being said to them?
Can they follow the process?
Do they understand what the outcomes could be? If the answer to all 3 of
these is yes then they are fit to attend. What you cant tell them is how
she will react, or whether she is likely to chuck a chair at them etc
Its a bit of an urban myth that people have to be judged "fit" to attend
formal meetings, if HR have such concerns about how this person is going
to be/react then they could always hold the meeting in her absence
Suggest that you need to discuss with HR exactly what they want from
this referral, and why they cannot make an opinion about how to proceed
with HR procedures as they already have a psychoanalytical report. I
suggest that it may be easier if they just "got on with it" and grasped
the nettle
Good luck!
-----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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