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Hi Róisín

The candidate should be informed of the outcome i.e that you need to
recommend adjustments to support employment or not etc. but terminology like
"fit or not fit" is not used. You then advise the candidate that you will
forward your advice onto the prospective employer who then contact them.

Carr

On 12 May 2011 14:35, Roisin Smyth <[log in to unmask]> wrote:

> Hi List
>
> I'd be really interested to hear how other OH services deal with this
> process:
>
> The HR department in the company I have recently begun working for advises
> me that the OHA always informs the candidate of the outcome of the
> pre-employment at the end of the medical ie whether fit/unfit or if they
> need to be referred to the OHPhys for further assessment. The OHA then
> provides a  report to HR, who will then make the job offer or turn the
> candidate down. Normally they will have been offered the job at this stage,
> pending successful references and medical.
>
> There are exclusion criteria in place for a number of positions which have
> been carefully researched and signed off by the OHPhys, EHS dept and Company
> directors/managers.
>
> This is fine if there are no issues and the person is fit without
> restrictions, however if we have to fail someone based on exclusion criteria
> and tell them there and then at the end of the medical I feel this could be
> difficult territory for an OHA and I wondered how other OH Nurses deal with
> this?
>
> I understand HR's point that, if they reject the candidate and are then
> contacted for feedback then HR is unable to provide them with information
> due to medical confidentiality.
>
> A bit long-winded sorry but responses most gratefully received.
>
> Roisin
>
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