Hi Sharon
The first thing that strikes me is that surely the emails from the gent in question – particularly the second one – are a disciplinary issue. I reckon the environment you work in is pretty robust and that language can be a bit juicy and attitude a bit forceful at times but that doesn’t excuse the rants that were targeted at you. What does your manager think?
As for seeing him - I probably would – firstly to explain face to face the situation you had been put in and what you did and why, which all appears perfectly reasonable to me and secondly, if the meeting heads this way, to explain that his action was completely inappropriate and if he tried it again, it would be escalated through every available channel.
If you stick to what is right, you usually win in the end. Best of luck.
Lindsey
From: [log in to unmask]
[mailto:[log in to unmask]] On Behalf Of sharon naylor
Sent: 02 May 2012 19:13
To: [log in to unmask]
Subject: [OCC-HEALTH] Refusing to See Someone
Would
be ineterested in viewpoints re the following scenario:
I was asked a hypothetical situation about someone who wanted to take leave to
account for absence following a routine op rather than take sickness absence.
Doubtless fuelled by a robust management approach to absence at the mo, however
the person concerned had a good absence hsitory so theoretically shouldnt have
had concerns, works in a physically demanding role and anticipated that 2 weeks
leave following an arthroscopy with possible further interevention while in the
knee was ample time for recovery and a return to full duties. I replied by
saying I didnt think it was a good idea from a clinical perspective, gave
reasons why but that ultmately it was a management decision re whether to allow
it. Please note that at this point it was no names, no pack drill, i was given
a scenario to comment on.
Cue a rather stroppy email from the gent in question (who incidentally I have
never met) copied into all and sundry. I again explained the reasons why I
had offered the advice, and that it was on the request of his manager. Cue
an even more stroppy email, with further copyings ins telling me (eg)
that I needed to "sort myself out" and that the unions "would be
on my back" if I continued giving "stupid" advice, that he would
be "taking this further" and calling me a variety of insults. I
responded tactfully - and further stated that if he required further OH input
his manager might like to refer him elsewhere as i wouldnt be seeing him. As
anticipated - the op didnt go as planned, he has now been off 6 weeks and this
has prompted a referral to OH.
I am quite happy sticking to my guns and feel I am justified in not seeing him,
I dont see why I should be expected to see someone who had been so rude and offensive
- however, I have no policy/procedure to back up my decision. His managers are
concerned about his case, and are insisting that he is seen. So far my answer
is still "Not a chance"............comments?
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