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Hi Thelma in my opinion as and OH advisor you must advise the business based on your medical risk assessment.For example, if you have reviewed an employee, and despite the modification/restriction to the role and the medical treatment that they are having, their symptoms are persisting, your your advice is given on the assessment that you have made. In your rationale you may add that there is clinical or is not clinical reason for the continued persisting symptoms, but then add that it is up to the business if they can accommodate the advice. If the rehabilitation falls outside of the companies guideline it is up to them to decide from a business perspective what is acceptable. We are giving our advice based on our assessment, and not based on the companies guidelines within the policy. In addition . OH advisors should not judge who is or isn't abusing systems this is the managers job based on our advice. hope this helps - be strong. Jules On 18 September 2014 09:04, Thelma Jameson <[log in to unmask]> wrote: > Can anyone experienced guide me guideline that indicates reasonable > timescale for modified duties and phased return please? > > Currently managers want OH stating that after a specific period of > modified or phased return to work and employee will be fit for work. This > is because some employees have abused the 9 weeks window the organisation > policy allows for modified duties and 4 weeks phased return. > > > Thank you! > > > ******************************** 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 > ******************************** 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