It may sound odd, but my action here would be to recommend that the employee seek some counseling to address these issues. I have often used the "Locus of Control" (J.B. Rotter, 1954) as a basis for identifying with a client what the issues are and how to deal with them. Let's face it, many employees don't like their job and feel trapped by the financial rewards they require from doing the said disliked job; how they deal with this can be the issue. By discussing (my interpretation of) the Locus of Control with the unhappy employee it seems that many unhappy employees have opened their eyes & it has helped them to gain some perspective & move on with their
lives & their careers accordingly.
Just my two pennies worth... Have a great
weekend,Jackie --- On Fri, 11/6/10, Sharon SMith <[log in to unmask]> wrote:
From: Sharon SMith <[log in to unmask]>
Subject: Re: [OCC-HEALTH] Stress & RTW
To: [log in to unmask]
Date: Friday, 11 June, 2010, 12:57
I have a similar issue with an employee
who is off with depression, he states his only issue is he doesn't like
the role he has been doing for 6 years. Despite many questions I cannot
define why he doesn't like it,he states he just that he doesn't like it
and it is causing him to be depressed doing it, he says there is no other
cause for him to be feeling as he is. Medical report has been received
from GP who says that the only way he will sign him as fit to return to
work is if adaptations are made to his work place but no advise on functional
ablilty. I have advised HR that they may want to discuss him returning
to work in another role but because I am able to give no reason other than
he doesn't like the job they are reluctant to do this again capability
issues have been raised. This employees sick pay is starting to run out
and he has started contacting me every other day asking about role change.
I have explained that I have made my recommendations to HR and they are
dealing with it. I have done HAD scale with him and it is showing that
he isn't depressed, he is stating he feels much better and just wants to
RTW but not doing original role.
If relationship with manager problematic then would
think that clinical
intervention may not be the best way to resolve the issue - how about
mediation between all relevant parties? In my experience little can be
achieved by OH if there is a stand off between two camps
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On
Behalf Of Nicky Johns
Sent: 11 June 2010 12:21
To: [log in to unmask]
Subject: [OCC-HEALTH] Stress & RTW
Hi All,
Just a quick thank you to all those who replied to my posting regarding
sickness absence, excellent advice as always.
Today's issue: I have a member of staff returning to work following a
second absence for work-related stress; following the first episode a
number of R/A were suggested, most of which the individual declined to
engage with. I have explained to this individual that the organisation
has a duty of care to them and I am concerned about their return
especially if the situation has not changed. Relationship with Line
Manager is difficult.
There are some capability issues being raised by HR and the individual
is a Union Representative. Line to be taken I think is that HR are going
to insist on R/A. I have produced an individual Stress Risk Assessment
for completion. So much history it would take all day to write about;
however I would be grateful on your thoughts.
Many thanks
Nicky
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