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Hi
Each case must be assessed on its own
merits / there are no rights or wrongs here in my view – act with
professionalism & integrity .
jane
From:
[log in to unmask] [mailto:[log in to unmask]] On Behalf Of N. Rostami
Sent: 29 August 2009 09:05
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] Union
Advice
Jane,
You certainly have
brought up an interesting debate!!!! As an OHA we have professional, legal and
ethical duties to both the employees and employers. I disagree that I should
tailor-make my advice on such matters according to the culture of the
workplace. However, I would be confident enough to justify and defend my
actions. Furthermore, I do sincerely hope that my advice matters and so it
should do , otherwise my role has no value. OH practitioners who keep up to
date with the latest OH developments and employments laws are more likely to be
confident in defending their advice. I would look to do my best to influence
(using evidence base literature and proof of cost effectiveness) the
stakeholders in bringing change to the culture and management policies of a
work place that has issues (!) with informing the employees about their rights and legal
entitlements.
From:
[log in to unmask] [mailto:[log in to unmask]] On Behalf Of JANE COOMBS
Sent: 29 August 2009 08:36
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] Union
Advice
Hi All
Just to put the cat amongst the pigeons.....!
I don't think it particularly helpful to either the individual, the company or
managment to suggest that employees go to their unions for advice - it can
provoke conflict which doesn't help, plus the employee often goes around saying
'Occupational Health said I should talk to the union'. But if we do make
the suggestion then I believe we should be transparent in our
reporting back to management - the same as we would with any other work
advice we give.
I used to work in a place where some of the Occ Health Advisers suggested that
employees took out a grievance if they didn't resolve stress/management issues
with the Manager and, to me, this is a detrimental step, even though it is
legitimate advice. The company had a culture of aggression
and long term unresolved issues and high absence - mainly because any
type of consultation/mediation into this sort of thing prolonged
the situation which resulted in even worse health affects such as
anxiety/depression for the poor employee (let alone the Managers involved).
I think we, as Occupational Health Advisers, underestimate the power
we have when we make suggestions/offer diagnosis's and
solutions. In most companies where I have worked - what is said by myself
is taken very literally and employees tend to trust what I say implicitly
(research supports this) - passing comments have often come back
to bite me on the bum.
For those starting out in Occ Health -take my advice and think carefully
about advice you give and why you give it - you may have to defend your stance
in the future - not just to management/courts but to the individual you are
advising.
Jane Coombs
OH Manager
Date: Thu, 27 Aug 2009
12:22:44 +0100
From: [log in to unmask]
Subject: Re: [OCC-HEALTH] Union Advice
To: [log in to unmask]
Dear all,
I happily advise employees to contact their union for support when
it may be useful for them. Within my own organisation, management, HR and
OH have good relationships with the unions and we find that it is often
mutually beneficial for employees to make their cases known to the
unions. I do not usually document this in my report to the manager though
as it often has no direct relevance to my recommendations to them.
Paul
Paul D'Arcy
Clinical Nurse Leader
Occupational Health
2nd Floor Hammersmith House
W12 0HS
UK's first Academic Health Science Centre incorporating St
Mary's and Hammersmith Hospitals, in partnership with Imperial College London
From:
[log in to unmask] [mailto:[log in to unmask]] On Behalf Of Roberta Hanlon
Sent: 27 August 2009 11:47
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] Union
Advice
Yes.. I would advise them to consult with their union
if I felt it was warranted. I would also document that I had done so.
I'm not aware of any specific protocol for this but I
have never had any problems.
Roberta