Good luck!!

 

 

 

Again, good point and yes, they are and I do but only so can be assured the individuals receive the support they need to be well!

 

Will be an interesting conversation with HR in the next half hour then, deep breath!...

 

Thanks again for all your  thoughts.

 

 

 

Totally Jo, however I think HR and management are letting you do some of their work!    A robust process and manager education is the key in the long term, so that we get those early referrals….

 

H

 

 

 

Point well-made and I concur, not always of value but to my mind just having sight of the Fit Note is useful as part of your overall consideration, to on-board or refute as we can…

 

If HR don’t supply the information in a timely fashion allowing us to make timely interventions i.e. signposting, self-referrals under private medical schemes (that they forget about etc.)  whilst still absent, keeping in touch with the individual with their consent, it would make the OH job more difficult and just waiting for management referral to come in is perhaps too late?

 

If this makes sense!

 

 

 

Hi All

    I can appreciate that it is difficult to record stats etc if you are a lone practitioner and have no access to an OH system such as OPAS or Cohort which will help with trend analysis.  However  managers and HR should be monitoring absence and recording data.  To me, our role is to determine fitness to work and advise on adjustments.   I wouldn’t take what a GP writes either.  They are there to advocate for and advise their patients where as we are also there to consider the  impact on the organisation we work for as well.  Over the years I have had GPs sign people off sick when they are clearly fit to work and vice versa,  we have to remember that GPs get next to no OH training and can also come out with some of the most ridiculous suggestions for adjustments because they don’t have the time or the skills framework to discuss the tasks involved in the role.  

 

Helen

 

 

 

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