JISCMail - OCC-HEALTH Archives

I think it is our position to make suggestions as to appropriate adjustments that may assist in the individual being able to work to the best of their current ability and develop their ability further, so the adjustment is not static or permanent. I also think that something such as resilieicne or CBT needs to be made available to enable the individual to grow and become stronger, so able to progress from their current limited position, to something which they may not currently believe they can achieve, this is also about them taking control of their reaction and forging a positive forward pathway. It is ultimately the manager decison about reasonableness, but they would be prudent to involve OH in the discussion and it goes without saying that the communication needs to be open and involving and with the employee.

In these variable situations I always feel it is better to talk face to face or on the phone, in addition to the written report.

Anna Harrington Health and Wellbeing at Work Specialist
SCPHN (Occ Health)
www.harringtonenterprises.co.uk
07816212836

----- Original Message -----

From: [log in to unmask] href="mailto:[log in to unmask]">Naylor, Sharon [HMPS]

To: [log in to unmask] href="mailto:[log in to unmask]">[log in to unmask]

Sent: Tuesday, May 03, 2011 2:49 PM

Subject: Re: [OCC-HEALTH] Stress (again)

Its for OH to comment on what would apparently benefit someone clinically - it is for management to make the decision about whether its reasonable/viable

For example - i`m sure my work related stress would be reduced if I didnt have to listen to people talking about their health problems all day - however I doubt that my Boss would consider this to be reasonable/viable so its likely that we would part company.......one way or the other........

From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Jane Gould
Sent: 03 May 2011 14:33
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] Stress (again)

Thank you Sharon.

.it is that word REASONABLE again..I am finding it difficult to decide what is reasonable..ie change of role which means Mr Bloggs doing something he finds stressful and what I, as a clinician, should be saying is reasonable !

Jane

useful phrases include:

I will need to outline the management issues in brief as a background to the clinical issues.

My knowledge of this case is based on Mr *********account of the issues that he states are affecting him

It is not within the OH remit to comment on the accuracy/validity of Mr *********** perceptions

In my opinion much could achived by management, rather than clinical intervention in this case.....

Mr ******* states that if he could be allowed to ***, this would reduce his feelings of anxiety. This would appear reasonable from his and a clinical perspective, however it is for management to decide whether this is feasible/acceptable to the business

From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Simon Chilton
Sent: 03 May 2011 12:11
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] Stress (again)

Hi Jane,

I document in the report the employees view, but always state clearly that it is the employees perception of the situation, not mine. I also make it clear that the most important discussion regarding the work situation is between the employee and manager. Only then can the manager make a decision regarding reasonable adjustments. It's also important to communicate to the employee that they have a responsibility to communicate their concerns to their manager, if they want that manager to be able to provide appropriate support. Ultimately it's about not being the middle man (or woman) in a conversation that shouldn't involve us. However, as you will all be aware, both parties will sometimes try to use us to further their own ends.

Regards
Simon Chilton
Occupational Mental Health Advisor

Mobile: 07853320131

On Tue 03/05/11 11:41 AM , Jane Gould [log in to unmask] sent:

Hi List
Hope you all had a relaxing break.:)

I am still struggling to find a concise way to put in reports an answer to an employees perception of work place stress. This is in relation to Jo Bloggs stating (usually when there is a change either in his job role or even job due to reorganisation..that he can not do A B C (travel, meet the public, talk..whatever) as it causes him stress..has done in the past..is doing now..will do if he does it.
This is because I am also aware of our duty of care to someone who could be psychologically vulnerable...I hope you understand what I am saying..

So does anyone have a succinct way of relaying to managers what I am trying to say?
Thanks Jane
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