Perhaps you and HR could look at capability and performance while he is
at work. If he is performing well while he is at work and the
organisation cannot sustain his absence...another way to look at it is
to reduce his contract to the number of days he can manage.... that
allows the organisation to recruit to fill the gap( management decision.
regards
Virginia
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On
Behalf Of Tanya Chipunza
Sent: 29 May 2012 14:10
To: [log in to unmask]
Subject: [OCC-HEALTH] HIV & high sickness absence
Dear list
I am looking to pick your brains on the case of an employee with
extremely high sickness absence levels which he alleges are related to
his diagnosis of HIV and whose Consultant has confirmed an excellent
prognosis. Additionally, a recent referral to an OHP has concluded that
the adjustments which are already in place are appropriate and
sufficient. The adjustments include: accommodating a higher level
sickness absence, flexible working arrangements, allowing time off for
attending support groups etc. Just wanting to hear your views on how OH
as well as HR should proceed in managing this case bearing in mind the
EQA 2010 should the absences continue - which is highly likely. The
individual works as a customer sales rep an office based role.
Many thanks in anticipation
Tanya
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