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Hi Tracey, I agree with Carr, a specialist assessment would be good also one in which the specialist also looked at the work processes involved. Once I had this then I would consider an OHP referral, particularly if the business is to consider whether to terminate her contract on the basis of her health. If this went to a tribunal, whilst I don't have any experience of this, I would expect them to ask if an OHP opinion had also been sought, please feel free to correct me if I am mistaken in this. Sarah ........................................................................ ........................................... Sarah Redfearn Dip HE Occupational Health Occupational Health Nurse Advisor University of Hull Hull, HU6 7RX www.hull.ac.uk <http://www.hull.ac.uk/> 01482 466010 From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Carr Barnes Sent: 15 June 2011 12:46 To: [log in to unmask] Subject: Re: [OCC-HEALTH] Advice please regarding ? RSI Hi Tracy Has the pattern of her symptoms been established? Does it happen on nights after being in work? Does it lessen when on a weeks annual leave? Is any specific action difficult? What makes it worse? Better? In the first instance I think she needs a proper assessment by a specialist in ULDs so that a diagnosis can be made and a treatment plan identified. In the absence of that there is little that can be done medically and it would be hard to link it to the work environment specifically from what you say. Once you have all the facts then you can provide advice. I would suggest you encourage the employer to fund such a referral to expedite this process. Carr On 15 June 2011 12:40, Tracy Turner <[log in to unmask]> wrote: Good Morning An employee expereinced swelling of her fingers and pins and needles at night. GP stated it is because she has started a heavier role and that she will get used to the symptoms(?) Now continued for 18 months before being reported to OH. I have assessed her work place and appropriate rotations/practices are in place. no reported outside activites which could contribute. I have advised that this role may not be suitable for her and advised her of possible long term dammage. She is insistant she want to remain in the role and has not had any absences. Please can you advise me of where the Business should go from here. If the symptoms persist or increase and she insists on working knowing that the symptoms are likely to conitnue can she? Should the Business terminate the employment? Is there anything else I have misssed. I woudd just like some advice please as I am sitting here on my own querying my actions! 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 ******************************** 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