Thanks Anne,
My personal feeling is that with Resp and Derm and Audios they are sort of
accepted as a historical thing and rightly so based on risk, However I would
argue that for my workplace we have little evidence of noise related ill
health from all the screening and the same for Resp or derm so screening is
being pulled back and based on risk. However we have massive issues with ill
health/absence from MS issues and I would like to target this to reduce the
risks moving forward and be more proactive. The questionairre is part of a
bigger package ie RTW,training and audit to see if twends in roles or
workareas appear.
The manual handling regs refer to monitoring and screening as part of a
process for health hence this is my tool to encourage them. I think 211
below covers it???
Taken from Man Handline regs-
Health surveillance
209 Health surveillance is putting into place systematic, regular and
appropriate procedures to detect early signs of work-related ill health
among employees exposed to certain health risks and acting on the results.
210 There is no duty in the Regulations to carry out health surveillance.
Paragraph 41 of the Approved Code of Practice on the Management Regulations
requires appropriate health surveillance to be carried out when certain
criteria are met. However, one of these is that there are valid techniques
available to detect indications of the disease or condition. Currently no
techniques are available that would reliably detect early indications of ill
health caused by manual handling and there is therefore no requirement for
health surveillance to be carried out.
211 Nevertheless valuable information can be obtained from less precise
measures such as reporting, monitoring and investigation of symptoms. This
is known as 'health monitoring'. It is good practice to put in place systems
that allow individuals to make early reports of manual handling injuries or
back pain. Where appropriate these can be supplemented, for example by
monitoring sickness absence records, lifestyle and health promotions and
annual health checks. Further advice is in HSG61 Health surveillance at
work.22
Thanks for your help Anne.
Dawn
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]]On
Behalf Of [log in to unmask]
Sent: 22 November 2011 20:57
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] and another one....refusing health
surveillance or health monitoring
What an interesting one.
The employer has a duty of care to the employee and the employee has to
comply with health and safety strategies. The first question to ask is: Is
their a requirement for health surveillance under legislation. With respect
to the COSHH Regs - there is a definite requirement for H/S under Reg 11 and
medical surveillance under schedule 6 of the Regs. Non-compliance is
therefore a breach of statutory requirements. Likewise audio under the
Control of Noise at Work Regs.
Their get-out clause is that there is no direct statutory requirement for
health surveillance in relation to musculo-skeltal symptoms. However, the
organisation could argue that such health surveillance is associated with
the requirement for management to undertake risk assessments.
Pity this hadn't come in yesterday. Diana Kloss is a visiting professor at
London South Bank and she gave an evening lecture for our students and their
practice teacher. It would have been a good one to post to her.
I will forward your email to Diana and see what she says. It may take a
while as I know she is very busy this week. She is giving an after dinner
speech for Allison Calne at the GMOHGroup dinner tomorrow so Allison may be
able to raise it at that event.
Anne
Anne Harriss
Course Director
LONDON SOUTH BANK UNIVERSITY
On 22/11/2011 18:28, "Dawn V" <[log in to unmask]> wrote:
> Dear All,
>
> I had a few men who are saying they will not complete a muscoloskeletal
> monitoring form to try and proactively identify early issues. It has been
> designed using the manual handling regs and is to run along side rehab and
> manual handling training. the aim is to consider any trends in issue or
roles.
>
> So my question is how do you handle refusal to complete any health
> surveillance or health monitoring?
>
> I see it as a management issue that we report if they don't complete and
then
> managers discuss this with them and if they don't complete it may be seen
as a
> disciplinary issue as they should support the employer in all Health and
> Safety management programmes.
>
>
> Thanks I know you will come back with great ideas...
> Dawn
>
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