Hiya
I think the terms fit/unfit are very mis-leading. The terms "no adjustments
need" or "recommend the following adjustments....." are more accurate. It is
their decision to decide if the can continue employing the individual with
or without adaptations and knowledge of sickness absence history. Remember
you are assessing based on what you know and the predictable/expected not on
the unforeseeable/unexpected. I think it is sensible to obtain a GP report
to gain history of MH.
Anna
----- Original Message -----
From: "Rachael Sever" <[log in to unmask]>
To: <[log in to unmask]>
Sent: Thursday, January 29, 2015 9:50 AM
Subject: [OCC-HEALTH] Mental Health - Fitness for work- advise desperately
needed please
Hello
I was wondering if anyone could help me regarding mental health screening
for carers working with vulnerable people with learning disabilities.
I am a single handed practitioner employed as the in house occupational
health nurse at an organisation who cares for people with learning
disabilities.
Fitness for employment screening is performed for care workers following an
offer of employment as per CQC requirements as the employee is required to
be physically and mentally fit to perform their duties. Usually during
pre-employment I advise ‘fit or fit with adjustments as are reasonable
practicable ‘(and I advise what adjustments are likely to be required).
However a member of staff has had frequent sickness absence due to
depression and some nasty effects including suicidal ideation in their
probationary period. Their temporary contract is due to end soon and my
manager / the company want me to advise if the individuals is fit to
continue in a permanent position of care officer.
My concern is this….
I am happy and feel competent in advising regarding returning to work and
fitness to perform duties with adjustments etc and am fully aware of all the
legislation regarding disability etc; however I am concerned on making a
direct decision as to whether someone is fit or not fit around mental health
issues (this will end their employment). I also am reluctant to give a
simple not fit (without advising adjustments) as this is against what I have
learnt on Equality Act training conferences etc). I do use the PHQ 9 & GAD
assessments in my practice and can identify foreseeable risks for the
residents. It’s the unforeseeable that I worry about. As I am not a mental
health nurse or qualified in psychiatry I am concerned that if I did
consider them unfit then my decision may be questioned as I believe the
employee is likely to peruse legal action.
Any advice on this case would be greatly appreciated and also any assessment
tools / questions used when assessing mental health fitness for employment
as I would like to make sure I am consistent with other approaches and ask
similar questions when assessing mental health.
Many Thanks in advance
Regards
Rachael
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