Ooops! Rushing off to gym and just got tickets for Kylie concert at O2 in July, so am somewhat distracted! And sooo excited! Sad at my age, I know….

 

Sorry, Greta! J

 

 

Sue …… Greta won’t send you anything but abuse unless you spell her name right !!  It is spelled THORNBORY, or at least it has been the 25 years or so that I’ve known her :0)

 

Happy New Year, Bob

 

 

Hi!

 

Attached is my consent that I use. This may help?

 

As for literature and easy reading and recommended book to carry at all times….

 

Employment Law and Occupational Health

Joan Lewis and Greta Thornbury

 

( Greta, please send me my payment later!!!!!!!!)

 

 

Regards,

 

 

Sue

 

 

 

 

Hi List

Does anyone know of a good piece of literature specific to ‘Consent’ in ‘Absence Management’?

Thanking in advance for all help and comments.

noushin

 

Hello list
My  actions would be similar to the others who have responded. However what hasn't been  mentioned is the aspect of "informed consent". If you are quite specific in your explanations to the employee about what you will be asking the GP, they have less cause to dissent when they read the GP's report.
For example 
"I would like to  write to your GP and ask about your current absence with work related stress.  I will be asking for a specific diagnosis, and details of your current and any proposed future treatment. This may mean any medication you are taking or that has been prescribed, and also any talking therapy or counselling he has arranged. I will be asking how he thinks you are responding to the treatment and I will ask if he is considering referring you for an opinion from a psychiatric specialist. I will not be asking for information about your hysterectomy 5 years ago, as we have discussed this and you appear to have made a good recovery.
The GP will send me a report which is usually about one page long. He will not send me your complete medical records. The GP does charge for this report , and the OH department will pay for it."
I would explain  AMRA and also that the control of the infromation is with the employee, that consent can be withdrawn at any time. I would explain that if consent was withheld now or withdrawn at a later date I would be informing HR of this, and that they would have to make decisions on the employees future employment on the  basis of limited medical information. I would explain to the employee that this might not be in their best interest.
 
Cheers for now
Diane

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