Hi Tracy
This information is not useless if the
employer is advised regarding reasonable adjustments required or not as the
case maybe. The question about STSA is irrelevant to the DDA
statement. It is not up to OH to disclose declared sickness levels just
to advise on fitness for employment. You must have criteria which would cause
you to call an applicant in for Health interview before clearing them for employment.
If HR know what your criteria are and you have not advised as above, then maybe
there has been a failure of disclosure on the applicant’s part when the
reference does not agree with the Health Declaration. Although you could
not disclosure to HR the level of sickness claimed you could state that it did
not breach your criteria hence you cleared them on that basis. It then
becomes the responsibility of HR to ask the person why they did not disclose
the true level of sickness absence according to the reference. This has
certainly been the case in our Trust an rare occasions in the past. Hope
this helps.
Regards
Vicky Wells
From:
[log in to unmask] [mailto:[log in to unmask]] On Behalf Of Huguenel, Tracy
Sent: 03 September 2009 11:04
To: [log in to unmask]
Subject: [OCC-HEALTH] Fitness, PEQ
and STSA
Dear
All,
I
have had a look back over the archives, but cannot find what I am looking for!
When
we screen a PEQ, the fitness form staes fit, fit with restrictions, called in
for appointment or unfit as the options.
We
have been requested by HR to include DDA on the fitness form, the condition
itself is kept confidential and the fitness for states that the person is fit
for work and does have a condition covered by the DDA. The feedback from HR was
then that this information was farily useless without the condition disclosed.
We still do not disclose, but advise the employee to discuss with their
manager.
Our
Trust has recently imlemeted the Bradford Score system for managing STSA. This
has also brought up some questions about PEQ's and if an employee has disclosed
frequent STSA.
We
seem to collect a large amount of information that we do not use, our PEQ's
consist of about 25 questions.
I
am having a small brain fade, I am well aware of confidentiality etc etc, but I
am wondering where this information helps. If I know that a potential employee
has frequent STSA or a large amount of
If
the same system as France is implemeted, all future references will consist of
of dates of employment from and to, job title, salary.
It
feels like it should be Friday! Any opinions on this can of worms?
Tracy Huguenel, RGN, SCPHN (OH)
Deputy Head of Occupational Health
0845 155 3111 Ext 3982 / 3591
Fax 01268 534127