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Hi Therona Where I work and we are told in compliance with the recommendations we verbally advise the employee at the end of the assessment of the contents of the report i.e. what we plan to say about the presenting issue/health status (back pain likely due to strain due to cumulative triggers), what our current opinion is on their fitness for work, any advice we have given about condition management and work adjustments, what the outlook is (.e.g full recovery, recurring issue, chronic etc), answers to any speficic questions and the Equality Act. We don;t do the report in front of them or allow them to view it before sending. We do automatically send them a copy though if they want one (and I just tell them i'm sending it). Not aware of any specific issues and that will be with a few thousand cases a week minimum being actioned this way. I've never had a specific complaint apart from them disagreeing with my opinion on their fitness and I just agree to state that in the report explaining that I will be giving my rationale to my opinion as standard anyway. I did have one lady ring up last week to our admin team advising she wanted it changed from "injured via a fall outside work" to "injured because she was pulled over by her dog onto pavement outside work". I advised admin to tell her that that level of detail was not needed and the report did not need to be changed. I have this standard paragraph at the end of all my case notes · Scope and detail of report discussed with client – yes (overview of categories; clinical opinion, advisory nature) · Conflict with client: (Yes/No? If yes - what? - details can help with response if complaint is made) · Consent to send report – yes · Does the client wish a copy – yes Carr On 10 November 2011 16:39, Therona Goldsmith Occupational Health Nurse Advisor <[log in to unmask]> wrote: > ** > > Some time ago we introduced the employees consent regarding the release of > the OH report to managers, as per guidelines bought out by GMC. They have > a choice to give consent to release the report, to see the report > beforehand (with a three day turnaround) or to not release the report at > all. > > We make it clear to employees that we cannot change our advice to managers > which we discuss with them at the consultation, but that we can change any > inaccurate information in the presenting situation/history. > > We have had several "sticky" cases where employees have been extremely > pedantic about the contents, even in one case to crossing the t's and i's, > which in the end didnt actually change focus of the report (in our eyes > that is) causing delay and/or frustation from us and the managers. In a > couple of cases, the employee acutally refused to allow us to sent the > report even after explaning that this may result in a high risk of loosing > one's job. Understandably managers are now asking "why is it called > Management Referral when the employee are calling the shots?" > > The upshot is we are now considering scrapping this consent, or at the > very least rewriting the consent or writing some very robust rules for > employees to ensure they clearly understand what they can and cant do, with > deadlines which may help give us more control over the minority who may > take advantage of the situation. > > But before we do consider this i would be interested to hear your > thoughts on this and ask: > > - Has anyone has similar issues and if so how did you overcome this > and ensure that other employees didnt take advantage of the system? > - How do you avoid the employees demanding several amendments? While > this has only been an issue on a small minority of cases, the difficult is > knowing when is it ok to release the report when they havent actually said > "ok to release although i dont agree with final amendment" or "i do not > give permission to release". Agggh! > - Has anyone got any employees guidelines, specifically regarding the consent > to relsease the OH report, which they are happy to share? > > Looking forward to help, advice and dicussion which i hope will come my > way! > > Therona > > > ------------------------------ > This email (including any attachments) is intended only for the > recipient(s) named above. It may contain confidential or privileged > information and should not be read, copied or otherwise used by any other > person unless express permission is given. 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