Would suggest that you need to recommend a stress risk assessment as per HSE recommendation . While she is absent with "stress" (a clinical issue) the alleged stressors are issues within the workplace - this needs documentation and discussion by management  prior to any recommendations for a move. In my opinion this sounds like alegations of bullying, which you doubtless have procedures for,  that is being "medicalised" by her absence. In my opinion the precipitating factors for her "stress" need dealing with and not sure that this sits within the OH remit.
From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Wisker Pauline (RXP) Occupational health Adviser
Sent: 10 July 2009 10:22
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] Advice please

Morning Sue,

 

I would suggest the best way forward would be to explore all other options first as you rightly say mediation, case management, etc. If she can’t discuss difficulties directly with HR & Manager involved can she provide a ‘third party e.g. Union Rep’ with relevant details to present/speak on her behalf. I would advocate she is present to ensure information is accurate. I would not advise making decisions involving significant changes whilst off work in this type of circumstance. Depending on your redeployment procedure there may be more time to look at possible vacancies coming up in the future rather than jumping into an opportunity now and as you say having major regrets later.

 

Hope this is of use

Pauline

From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of sue spinner
Sent: 10 July 2009 10:12
To: [log in to unmask]
Subject: [OCC-HEALTH] Advice please

 

Hi folks,

 

Looking for some advice please.

 

Got a case where a lady in work is off at the moment with "Stress" which she says is due to relationship problems with her manager - feels she is being picked on etc. She is actually very upset and emotional, but does not want any info given to the manager.

She is seeking "medical redeployment" as she says she cannot continue working with this manager, but the only suitable role available is 2 grades lower than she is on now, and also full time, where she is working 3 days a week at the moment.

Due to her current mental state, my instinct is to say yes, redeploy her, but I'm worried that in 6 months, when she is feeling better, she is going to regret the decision, and I can see "claim claim" rearing its head.

Also, logically I feel that as an employer, all aspects should be explored before redeployment takes place, mediation, case management etc.

I would also have to justify my reasons for recommending "medical" redeployment. The other problem is, the role she could move to is being interviewed today, and so they need a decision today on her medical capability to be able to give this job to her (without interview).

Any thoughts to add to mine would be appreciated. All the fun of being in OH isn't it!!!

Thanks everyone,

Sue


 

Sue Spinner
Occupational Health Advisor
Mobile: 07920421728
Email: [log in to unmask]

 


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