After a long term chronic illness the colleague finds themselves having to return to work due to sick pay running out. Management have written up their own work plan and are ignoring the work plan from OH Assist. Can they reasonably do this as the colleague is voluntarily returning to work for financial reasons even though their sick note has a while yet to run? Working elsewhere was not an option as he was informed no other dept or office would take him due to the nature of his illness.
Thoughts? Possible consequences?
Cheers.
"A third of the world's farmland is now useless due to soil degradation, yet we still keep producing mouths to feed. And what's you answer to that? Energy saving lightbulbs?"
Depends on nature of the management plan and the type of illness involved as to wether its reasonable or not I'd have thought.
re. OH - I thought that this was purely advisory. They are employed by RM after all.
jetblack wrote:re. OH - I thought that this was purely advisory. They are employed by RM after all.
That is also my understanding but seeing as RM pay to use them it would seem disingenuous to disregard the opinion of medical professionals to say the least.
"A third of the world's farmland is now useless due to soil degradation, yet we still keep producing mouths to feed. And what's you answer to that? Energy saving lightbulbs?"
Did they not get rid of OH Assist appointments and is phone only now contact probably the DOM's are now medically qualified by now with a year or two of one hour training just think when they learn GP'S get £100,000 a year they may become our GP!
After a long term chronic illness the colleague finds themselves having to return to work due to sick pay running out. Management have written up their own work plan and are ignoring the work plan from OH Assist. Can they reasonably do this as the colleague is voluntarily returning to work for financial reasons even though their sick note has a while yet to run? Working elsewhere was not an option as he was informed no other dept or office would take him due to the nature of his illness.
Thoughts? Possible consequences?
Cheers.
Does this colleagues chronic illness come under the Equality Act 2010 and if so is their reference to this in the OH report?
I don't believe so from what I have been told as there was no mention of DDA.
"A third of the world's farmland is now useless due to soil degradation, yet we still keep producing mouths to feed. And what's you answer to that? Energy saving lightbulbs?"
After a long term chronic illness the colleague finds themselves having to return to work due to sick pay running out. Management have written up their own work plan and are ignoring the work plan from OH Assist. Can they reasonably do this as the colleague is voluntarily returning to work for financial reasons even though their sick note has a while yet to run? Working elsewhere was not an option as he was informed no other dept or office would take him due to the nature of his illness.
Thoughts? Possible consequences?
Cheers.
Technically they can, though they would have to explain to an Employment Tribunal why it was a reasonable decision to disregard a report from medical specialists. My guess is they are hoping that they don't have to.
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