managers thinking they are doctors

[raikky]

off sick so far this week. i find it very annoying that after i already ring in the morning to tell them i wont be in, i get a phonecall later asking how i am. questioning my sickness. you can tell by the tone fo their voice as if their trying to make yourself believe you cant possibly ill because if you went of sick with 'so and so' you would of recovered already and should of been back at work because we are really struggling this week. ill be going back when i feel 100 percent.

[Nondescript]

That's the whole point of the phone call, to pressure you into returning before you are ready. They really are scum, but they will get theirs soon, I hear their train a comin' and it aint whistlin dixie.

[Dee Plish]

This is company wide and has been for years. We had a liner who was known as "doc" because he (but don't they all?) reckoned to know more about ill health than any GP. All he was doing was Googling stuff. All you have to do is ask them what medical qualifications they have to be able to diagnose illness better than a GP and it goes quiet. After an operation, I once had a liner reckoning to know more than my GP, ATOS and my Consultant about my condition and treating me on the absence procedure with his diagnosis not theirs. Took it to the CWU and they said it would be the easiest employment tribunal win they'd ever have. Got to stage 2 of the grievance procedure and the sector manager (no doubt on advice from above) cleared my sick record completely before any further legal embarrassment! As ever, this is managerial bullsh** and bluster. Challenge their credentials and they'll go away.

[CPTNemoUK]

On my second day of sick had my operation yesterday still in hospital but going home this morning. Surprisingly still no contact of a manager but It won't surprise me if they ring me today.

[Jpro747]

When you go back, cough in their face, then they can see how bad it is for themselves

[NWpostie]

When you go back, cough in their face, then they can see how bad it is for themselves

Nah come in looking like a 17th century black death sufferer complete with fake vomit and boils, watch their reaction, it might not get you off stage one but it will give the lads something to talk about and the managers will steer clear off you for a long time.

[arnold cheshire]

we had a manager who was always asking what tablets you were taking ?

[NWpostie]

we had a manager who was always asking what tablets you were taking ?

Maybe thats the question you should be asking him

[Dee Plish]

we had a manager who was always asking what tablets you were taking ?

Bloody hell, line managers and DIM's are pharmacists as well ? Amazing that they can't run a delivery office but have such vast acumen in the world of medicine - Why aren't they in general practice and sorting out the nation's health crisis? What with their qualifications in such matters.... ahhh

[TrueBlueTerrier]

we had a manager who was always asking what tablets you were taking ?

http://www.employeeprivacyrights.co.uk/ ... tails.html" onclick="window.open(this.href);return false;

The Data Protection Act
If an employer gathers information about the prescribed medication taken by staff, the Data Protection Act applies. In other words, the right of workers to a measure of privacy has legal support.

This support is not absolute, however. The Data Protection Act allows employers a certain degree of freedom. This means that employers can request health data, but must do so only if they satisfy one of the Act’s “sensitive data conditions”.


The Sensitive Data Conditions

Employers can only meet a sensitive data condition if:
the collection of the heath information is necessary to maintain health and safety, or
the collection is needed to prevent discrimination against disabled workers, or
every member of staff has agreed to the collection.


Other Principles
This is where other parts of the Data Protection Act come into play. Employers must state why they wish to see health information, and must explain the benefits they expect to come from this policy.

Furthermore, employers mustn’t keep these reasons and justifications to themselves. They must tell their staff what they hope to achieve.

The employer in this question doesn’t appear to have explained anything. This approach is unreasonable under the terms of the Data Protection Act. The employer needs to change tack and win staff confidence. If the employer insists on maintaining the current approach, staff may wish to contact the Information Commissioner’s Office (ICO) and ask it to intervene.