I always say that the report is going to the referring manager and that the
manager can answer any questions the employee may have about who may have
sight of it after that. You could just say HR instead. One thing I would be
wary of is who you discuss the report with afterwards as that depends on
the companies informed consent process... for where I work it only covers
the referring manager so if someone else rings saying they have now taken
over the case and need to clarify something I need to request they get
written permission from the employee (e-mail to manager from employee
acceptable).
Regards, Carr
On Oct 21, 2012 10:24 AM, "[log in to unmask]" <[log in to unmask]>
wrote:
> Yes, looking forward to it. Paper already written.
>
> AX
>
>
> On 21/10/2012 08:26, "Jill Holland" <[log in to unmask]> wrote:
>
> Hi Kate/Diane
>
> Would you consider contacting me off list re which Forces you work for?
> We network via OHNAPS/POLKA so may already know you!
>
> Anne, see you next month!
>
> Many thank, Jill
>
>
> Sent from my iPad
>
> On 21 Oct 2012, at 03:47, "Diane Romano-Woodward" <[log in to unmask]>
> wrote:
>
>
> Re: OH and HR record
> I also do some work for a Police force, but as yet we are not as highly
> computerised ("working towards"). I agree with the responses so far, but
> just one question If you can post/file into HR records can you also look
> at them? That would also cause me some concern re Data Protection Act...OK
> for accessing name and address and perhaps sickness absence records but
> other stuff?
> Cheers
> Diane
> Diane Romano-Woodward
> RN RSCPHN-OH BSc M Med Sc.(Occ Health)
> Sunny Blue Sky Limited
> Company Number 06865212
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