The reasons we usually need to have a referral and someone to write to is because you shouldn't otherwise see him if there is no reason. So whoever has the concerns whould put them in writing and give you a clear accountability trail or quite frankly shut up. If you pass him 'unfit' and he doesn’t understand that may be a possible outcome of your assessment you could be in breach of Data Protection which says the person must understand the reasons for why someone is collecting personal sensitive data about them
If you do see him then just be careful about being too welfare orientated and not risk assessing.
How does anyone know when too much is too much. Part of the gentleman's recovery will also be psychological and this includes returning to work obviously or he wouldn't be there.
Whilst you may make an assessment that a 'nice to have' would be a more gentle reintroduction to all aspects of the role after an absence, perhaps in terms of the more physical aspects of his role (he may have lost some muscle bulk from being away and therefore this would be a natural concern) or even a shorter few days in the beginning, this is not the same as 'absolutely needs to have because there is a real risk of harm if not' .
if he has already been on site and done some work, use the evidence data arising from that activity. If not what has he been doing at home to get himself fit for work, he may have been going to the gym every day for all you know till you talk to him.
good luck
Sue
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Tracy Turner
Sent: 04 October 2012 09:54
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] contract workers
Hi
I keep all OH records confidentially on site. There is no formal process to do contract workers Health surveilance. HR have asked the man to conplete a post offer assessment form. It is clear that there are significant medical issues and as this is his frst role after several months absence I am concerned that 8 hours shifts will be too much for him. If this is the case and I inform our HR who informs his company? I dont mind assessing him and advising the business just wandered of the legalities. Thanks Tracy
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