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I totally agree Glenn but is there an argument that it is more appropriate for the manager/employer to write to the GP saying they have a specialist report saying XYZ and could the GP please justify why they feel the employee is totally incapable of any work in any format? Should it be OH or HR having that conversation? Must admit I lean towards HR. In one industry the employees tend to raise a bullying and harrassment claim against any manager who attemps to manage them and then promptly go sick to try and delay/circumvent the investigations etc and all the time the GP is signing them off with "stress" while Mr Bloggs happily informs me he's not on any treatment, is fine and actually catching up with the DIY, and just gets a bit wound up when he thinks about the manager having the cheek to ask him to do some work! And then get very wound up when I say they are fit for all work and the barrier to return is work issues not health. When the employee asks me then why the GP is signing him off then I usually just say that is a matter between the GP and the DWP and refuse to get into it. What frustrates me more is the certs for 6-9 months for stress when what they actually need is carers leave! I know the GP is trying to be helpful in removing one of their demands but to expect an employer to subsidise that is ludicrous!

2009/1/22 Glenn Raybone <[log in to unmask]>
Carr,
 
I appreciate what you are saying, but from my experience in the NHS there can be a culture of having 'duvet days', and I suspect the very generous sick pay scheme aids this choice.
 
My comments relate to the fact that a GP has, and continues to sign off a member of staff for what reason I am not sure. We have just learnt that evidence was sent to the GP 2 months ago to support a return to work (from the Consultant) and yet the employee remains off.
 
Surely this needs to be challenged? If not then what is the reason for me getting out of bed myself tomorrow morning at 6am? It will be Friday (POETS day) after all!!
 
regards
 
Glenn
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