In short - let them get on with it. You have given your opinion - she took the job, she wasnt press ganged into it. Doubtless she knew from the outset what was required of her. May well be that the job stresses her out - however, its for management to decide whether they can maintain her in a revised role longer term. In my opinion you have gone over and above, you have obviously spent time with the individual trying to sort out what the matter really is. Personally think GP report wouldnt add much apart from saying thats his opinion and in his patients best interests. The problem may be lack of confidence (is this an OH issue?) Apart from encouraging dialogue and maybe a stress risk assessment cant really see what else can be achieved from a clinical perspective - the additional training/supervision/mentoring an excellent idea.
I have an upcoming similar problem ( as i do every year) when winter uniform comes in and people produce medical certificates from all sorts of people stating that they dont have to wear a tie for all sorts of frankly amusing medical reasons. a headache every year, the answers are always the same. ie These are the clinical implications, can you the employer maintain this, are you happy for them not to comply the rules, if so let them get on with it, if not take it through management procedures. Shame that GPs time is wasted dealing with this kind of stuff......
Very terse arent I? Been a long day......
> Date: Wed, 6 Oct 2010 20:13:30 +0100
> From: [log in to unmask]
> Subject: [OCC-HEALTH] keeping the peace
> To: [log in to unmask]
>
> Hi all
> can you share your thoughts with me on the following scenario.
> I had an email from a supermarket manager, who was frustrated at an employee (22 year old female) who was refusing to train as a checkout operator as it stressed her out. It is part of the job requirement that sales assistants in the store are checkout trained for busy periods to help reduce queues. On the day of her training she produced a medical certificate for 1 year stating fit for ammended duties, suggesting this lady refrain from checkout duties as she becomes stressed and agitated and it is affecting her mental health.
>
> Trying to keep the peace and give an objective perspective, I asked the manager to refer the lady to occupational health and I assessed her to establish if there was any underlying medical condition which would prevent her from doing the duties.
>
> I could understand the manager's frustration as he felt it set a precedence for all other staff who didn't want to train as checkout operators to go to the GP and ask for a medical certificate stating a reason for not doing it.
>
> On assessment, I found that the lady did have a skin problem affecting her scalp, similar to psoriasis, which I know can be exacerbated by stress, but no other medical problems. I didn't feel her condition itself would prevent her from doing till training, however I tried to focus on what her stressors were and suggested we tried to address these. i.e if she required additional training and supervision until she felt confident and competent.
>
> The reaction I got from the lady was well if I have to do it I'll just leave. I suggested a further management meeting between the employee and personnel to try to see if she would buy into the suggestion of additional training. I tried to focus on a positive outlook saying that it could be good for her personal development. I suggested to management that I could obtain a further medical report from the GP if required.
>
> I don't know the outcome from the meeting yet, but I anticipate the lady will not be receptive to the suggestions, and I anticipate management won't be willing to accept it as a reasonable adjustment.
>
> It would be great to hear your views to enable me to offer further advice.
>
> Many thanks
> Belinda Fox.
>
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