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Hi Andy, Our organisation has over 70,000 employees and although our files are computerised (OH have access to all areas - line management/Personnel have access to the referral/outcome areas) there still seems to be a lot of paperwork generated. This used to dealt with by the OH admin team but a recent re-structure with the Personnel function means that it is now sent for scanning prior to destruction to the Personnel Administration Centre (PAC). The PAC deal with personnel admin for the entire organisation and have strict confidentiality clauses within their contract. Although I can't help with specifics, our OH management team contacted both the NMC/RCN/FOM as well as having detailed discussions with our in-house legal team to ensure we were complying with the legalities. In short, we seem to have been through exactly what you are going through now without any real issues. In fact, the system is much smoother now as well as being quicker and release our own admin team from the more tedious aspects of their role to enable them to focus more on us OHAs!. Good luck. Regards, Andy This e-mail may contain confidential medical information. The information is intended only for the use of the individual named above. If you are not the intended recipient or designee, you are notified that disclosure of this information is strictly prohibited. If you receive this e-mail in error, please notify the sender immediately. Andy Sidle <[log in to unmask]> Sent by: [log in to unmask] 29/06/2011 09:27 Please respond to Occupational Health mailing list <[log in to unmask]> To [log in to unmask] cc Subject [OCC-HEALTH] HR and Confidentiality Dear list I work for a very large Local Gov Organisation and our Human Resources division - of which OHS is part - proposes to restructure its administrative support services. The proposal is that there will be one "professional support service" supporting all areas of HR and that no area shall retain its own dedicated administrative support. Our argument - that we must retain dedicated support staff due to medical confidentiality is falling on deaf ears, with management asserting that all HR work is confidential and staff merely need to sign a confidentiality agreement re OHS. We continue to "build the case against" but can anyone direct us to explicit guidance on this point. (RCN, FoM ect merely refer to the need to maintain confidentiality). Has anyone else faced this prospect and, if so, what evidence did you use to counter it? Alternatively, is anyone working with such an arrangement and, if so, what measures have been instituted to ensure the confidentiality of medical information is maintained? regards Andy Sidle ******************************** Please remove this footer before replying. OCC-HEALTH ARCHIVES: http://www.jiscmail.ac.uk/lists/occ-health.html CONFERENCES AND STUDY DAYS: http://www.jiscmail.ac.uk/cgi-bin/filearea.cgi?LMGT1=OCC-HEALTH ********************************************************************** This email is confidential and may contain copyright material of the John Lewis Partnership. If you are not the intended recipient, please notify us immediately and delete all copies of this message. (Please note that it is your responsibility to scan this message for viruses). Email to and from the John Lewis Partnership is automatically monitored for operational and lawful business reasons. ********************************************************************** John Lewis plc Registered in England 233462 Registered office 171 Victoria Street London SW1E 5NN Websites: http://www.johnlewis.com http://www.waitrose.com http://www.johnlewis.com/insurance http://www.johnlewispartnership.co.uk ********************************************************************** ******************************** Please remove this footer before replying. OCC-HEALTH ARCHIVES: http://www.jiscmail.ac.uk/lists/occ-health.html CONFERENCES AND STUDY DAYS: http://www.jiscmail.ac.uk/cgi-bin/filearea.cgi?LMGT1=OCC-HEALTH