Dear All,
I am having a debate with my husband regarding the ability of OH to over rule a Med3. ie GP states unfit to work and having been assessed a person is deemed fit to work ie with a change or role, adjustments or restrictions etc. However he has asked where is the evidence to support this comment.
I would suggest that guidance from CIPD on managing sickness absence would highlight the role of OH but as I am not at work and its a BH weekend and it will bug me until I can prove I am right can you all give me either links or documents that prove this.
I have explained that as SME ( subject matter experts) we focus on functionality and are responsible for our reports and assessments but cant think of any specific guidance. Can you?
I know some of you have argued this situation and won your argument. What supporting evidence did you give to employees or HR/managers. I normally use evidence from information ie Royal College of Surgeons as a guide to anticipated RTW based on functionality post assessment.
I was explaining that Attendance management policies and procedures are set locally but is their any guidance of setting policies with the role of OH in this. I think CIPD did write something in the last year but not sure.
I know that we advise and its down to HR / manager to decide but what if they ask us to prove we can overrule..what's our stance then...
Also I know that there have been tribunal cases but couldn't quote the case...can you?
Sorry all but you know what its like when something bugs you...
Cheers all....
Dawn
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