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Hi All My last Trust that looked after the prison service locally and the PCTs sent a letter with the map on the back, details of the appointment and after I had a wee tinkle with the letter, we put in a dept statement stating that non-attendance was a potential employment contract as stated in their contracts specifically. They were also sent the dept leaflet explaining why we wanted to see them and what to expect from the service. If a client didn't sign the management referral form in the first instance, we would not send an appointment. Further, to save our time longer term and prevent wasted appointments and money, we called all manangement cases between 24-48 hrs beforehand to remind them of the appt - attendance was very high and we had great admin support calling for us if we were busy. Right - back to writing me paper on the law and stress...... :-( Regards Iain Date: Wed, 6 May 2009 13:12:45 +0100 From: [log in to unmask] Subject: [OCC-HEALTH] To: [log in to unmask] Sue, I take your point that non-attendance for OH appointment should be dealt by HR as per their policies. However, the evidence- based paragraph that I have suggested taken from Dr Wynn’s research ‘The effect on attendance rates for sickness absence assessment of a revised employee information sheet’, Occupational Medicine 2003;53:53-56 has linked the provision of an information leaflet in compliance with ethical and legal duties of OH practitioners in providing adequate and appropriate information prior to consent for OH assessment. Strict adherence to the ethical standards improves non-attendance. This information can only be given by OHS as they are the ones who will be getting the consent from the employee. From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of S.C.Morley Sent: 06 May 2009 12:54 To: [log in to unmask] Subject: [OCC-HEALTH] We decide what goes in our appointment letters. If an individual then decides he/she does not wish to attend it is not my role to point out the consequences of that action. That has to be HR. especially if the ‘Absence Policy’ has clearly laid out procedures and the consequences of failure to cooperate. If the letter was to say ‘in line with the organizations Absence Policy management/HR have referred you to OH and an appointment has been made on etc, I would not have a problem with that, but the consequences of failure to comply is HR not OH and therefore should not be in your letter. Sue From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Naylor, Sharon [HMPS] Sent: 06 May 2009 10:51 To: [log in to unmask] Subject: [OCC-HEALTH] I work for an organisation where individuals are referred as per attendance procedure at either 20 days absence, if they are off with stress/depression or if they hit a trigger point for short term attendance. As a group we had a discussion yesterday about how appointment letters should be worded (I`m aware this all sounds very basic) - our newly centralised HR function would like us to include wording that may not be appropriate in an attempt to make sure people attend relevant appointments (like they are required to attend), however we are not convinced of this. I know this a basic OH function but I have been tasked with looking at revamping our current appointment letter and wondered if others in public sector organisations with similar cultures (eg firefighters/police) would mind sharing their views and/or documents The original of this email was scanned for viruses by the Government Secure Intranet virus scanning service supplied by Cable&Wireless in partnership with MessageLabs. (CCTM Certificate Number 2007/11/0032.) On leaving the GSi this email was certified virus free. Communications via the GSi may be automatically logged, monitored and/or recorded for legal purposes. ~~~~~~~~~~~~~~~ Please remove this footer before replying. 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