I have always found it helpful to point out things like that in the reports
I often find the employers concerns are really because previous plans advised have not appeared to be evidence based with it appearing that the same recommendations are churned out for return from an eye operation as from a heart attack. A previous project I was involved in identified that the majority of the managers didn't really understand what rehabiliation was aiiming to do  i.e. was part of the recovery process etc. Explaining the rationale for rehabiliation e.g. rebuilding of stamina to general work demands due to significantly long absence for a major illness ./ muscle reconditioning to support fitness for manual duties.
 
I find being situation specific, time limited and have a clear aim, outcome and rationale for the manager; this often reassures the manager and encourages their support. I'm just as clear when a rehab is not required and detail why e..g no systemic illness etc.
 
Carr
 
2010/1/6 Majid Leona <[log in to unmask]>
Hi Sarah, we have the same problem, in our NHS dept, on the outside the sickness policy ticks all the right boxes, with no loss of pay for the individual. However, there is an unwritten rule here, that after 2 weeks reduced hours staff use their annual leave to continue on reduced hours. I believe there is the 2 tier system also. My previous dept had a strong union presence and a full 6 week rehab was allowed with no loss of pay or annual leave.
 
Makes our position very difficult as I am tempted to recommend further sickness absence, which would be a step back for OH and the staff member.
 
 

Leona

-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Sarah Flower
Sent: 06 January 2010 15:10
To: [log in to unmask]
Subject: [OCC-HEALTH] Phased Return to Work Programmes
Sensitivity: Confidential

Dear All
 
I am currently battling with the HR managers to understand the benefits of phased return to work programmes for certain individuals. However their attitude is that they will accept reduced hours but this will be reflected in a reduction in the employees pay, or have to make up their hours at a later point, or using their annual leave to supplement the reduced hours. The alternative is if the individual should go back off sick until such time they are fit to resume full time hours !!
 
Saying this there are certain members of staff ie academics who are permitted to be allowed to have a phased retrun and their pay is not affected. Could anybody advise if what they are doing is legal in terms of equality and also any information or research to provide evidence as to the benefits to employee and employer.
 
And what process do your employers follow
 
Many thanks
 
Sarah
 
Sarah Flower
Occupational Health Adviser
University of East Anglia
Norwich
NR4 7TJ
Tel: 01603 592174
 
 
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