JISCMail - OCC-HEALTH Archives

Hi Sharon,

I thought I would play devil’s advocate here. While the individual had absolutely no right to be rude to you, he may have been in pain or worried about the effect his surgery may have and whether it would go well or (as happened) there would be complications. There may have been financial concerns? I have come across some disgruntled clients who think I am a she-devil for not pandering to their cause but I have still carried out assessments on them as I see this as part of my role. I work on the principle that I am not here to win a popularity contest and I often have to grit my teeth and pray that my professionalism will overcome my personal thoughts on these individuals!

Would there be an incurred cost if he was referred outside the organisation? This may be a concern.

I suspect that, as Janet stated, he may well eat “humble pie”. If not, you have the opportunity to tell him how inappropriate his behaviour was and take it from there.

Rita E.Ogden

Lead Occupational Health Specialist Practitioner

Occupational Health Service

Appleton Building Room A202

Bradford College

Tumbling Hill Street

Bradford BD7 1DB

Tel: 01274 433259

Work Mobile: 07867782411

From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of sharon naylor
Sent: 02 May 2012 19:13
To: [log in to unmask]
Subject: Refusing to See Someone

Would be ineterested in viewpoints re the following scenario:

I was asked a hypothetical situation about someone who wanted to take leave to account for absence following a routine op rather than take sickness absence. Doubtless fuelled by a robust management approach to absence at the mo, however the person concerned had a good absence hsitory so theoretically shouldnt have had concerns, works in a physically demanding role and anticipated that 2 weeks leave following an arthroscopy with possible further interevention while in the knee was ample time for recovery and a return to full duties. I replied by saying I didnt think it was a good idea from a clinical perspective, gave reasons why but that ultmately it was a management decision re whether to allow it. Please note that at this point it was no names, no pack drill, i was given a scenario to comment on.

Cue a rather stroppy email from the gent in question (who incidentally I have never met) copied into all and sundry. I again explained the reasons why I had offered the advice, and that it was on the request of his manager. Cue an even more stroppy email, with further copyings ins telling me (eg) that I needed to "sort myself out" and that the unions "would be on my back" if I continued giving "stupid" advice, that he would be "taking this further" and calling me a variety of insults. I responded tactfully - and further stated that if he required further OH input his manager might like to refer him elsewhere as i wouldnt be seeing him. As anticipated - the op didnt go as planned, he has now been off 6 weeks and this has prompted a referral to OH.

I am quite happy sticking to my guns and feel I am justified in not seeing him, I dont see why I should be expected to see someone who had been so rude and offensive - however, I have no policy/procedure to back up my decision. His managers are concerned about his case, and are insisting that he is seen. So far my answer is still "Not a chance"............comments?

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