In my
opinion the issues in this case are not necessarily medical.
This type
of reactive state (in my opinion and based on my experience) is usually as a
result of a precipitating factor. .
Resolution of the precipitating factor can
be the most useful tool in resolving the reactive state.
Hi Sue,
I totally agree with Sharon and others. This is
medicalising a non-medical problem.
If she had presented to me in
this scenario. I would largely bat it to Management, suggesting early resolution
of work related pressures is needed as this is the main influential factor in
what has led to a withdrawal from work. I would urge discussion with HR and
to contact her Union Rep (assuming she has one) for additiional support. If she
does not have Union support, the organisation may allow a thrid party
into discussions e.g. a colleague.
Stress in my opinion, is a
natural body response. Indeed stress can be positive i.e. some people claim to
work much better under pressure. Nonetheless when stress is overwhelming it can
lead to anxiety and/or depression and so in order to avoid this, you may wish to
encourage early resolution of work pressures by communicating with her employer
as soon as possible.
Does the organisation have an Employee
Assistance Programme which she could contact for additional support? She will
also have the support of her GP who may be able to arrange talking therapy, CBT
etc particularly if there is a past history of work related stress
and/or he/she feels this may be a behavioural cause of stress and considers
she may well benefit from altering negative cognitions to newer,
positive, thought out coping strategies.
If this is deemed to be
bullying and/or harrassment, your organisation will no doubt have their own
policy in place and I am sure your HR service will provide her with the
necessary information to pursue this avenue, if this is what she wants.
Like Sharon, I would suggest a stress risk assessment is carried
out and a possible reivew stress risk assesment in 6 - 12 months.
I often suggest a stress risk assessment is a useful opportunity to
highlight strengths and future aspirations.
In summary, I would
advise her that retreating from the workplace is unlikely to be helpful or
therapeutic to her health and is most likely delaying the inevitable, which is
to resume work at some point. In my opinion, encouraging reconciliation is the
best outcome not redeployment but of course, this would be for your organisation
to decide.
Regards,
Lynn
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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