Hi Sue and Sharon,
Not sure if I am yet up with this.... TUPE...can you give a link for this.
The issue I have is that I am not covering the new business ( hopefully wont due to location and already snowed in with work as I am) but they are looking at how they operate the OH aspect. They have a OHA in via a company 1 day per fortnight.I was asked to look at their contract and what they do and I just happened to ask about how they identify people for health surveillance and this can of worms opened.
HR say they are 'happy' with their process which is a whole list of questions on health issued after job offer but I thought that we can only ask relevant health questions when looking at fitness for role so once I do my minimum new starter questionnaire I then only check for health issues through H/S based on risks of the role.
At this stage no changes are being made to contracts and no new starter screening is being performed for the business transfer just for new employees as they move forward..... did I send a red herring in my message and send it off track... if so sorry.
So in essence I am just looking at their practice and want to consider the validity of health screening full stop.if a person is asthmatic on ventolin and works in an office it has no bearing on his role if no risk is identified. If he has attendance issues that's dealt with via the policy for absence but if a person was asthmatic ( or not) and worked in an area with COSHH substances I would screen..... hence my query.
Does that change the answers???
Thanks Sue and Sharon...anyone else want to join in.. with their thoughts??
Thanks again Dawn
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