return to work interview

[boardy]

My manager wants to put me on stage 1 but he hasn't given me return to work interviews on previous 2 occasions.Can he still put me on stage 1 despite this ?

[feduppostie]

return to work interviews were stopped some time ago

[IcanthelpthewayIam]

My manager wants to put me on stage 1 but he hasn't given me return to work interviews on previous 2 occasions.Can he still put me on stage 1 despite this ?

yes but its sort of a good thing that he has forgot as if you get to a stage 3, you now have excellent grounds for an appeal as the manager has not followed the correct procedures at the start of the process

[IcanthelpthewayIam]

return to work interviews were stopped some time ago

they have not stopped, your manager may have stopped doing them, but he is still supposed to be speaking to you when you return to work and recording that fact

[feduppostie]

trust me the need to have them 'officially' has stopped all they are now are a tick on PSP

when the new absence procedure kicked in the need to document back to work interviews also did

an informal 'oh you are back' is now classed as a back to work interview

[IcanthelpthewayIam]

trust me the need to have them 'officially' has stopped all they are now are a tick on PSP

when the new absence procedure kicked in the need to document back to work interviews also did

an informal 'oh you are back' is now classed as a back to work interview

yes but that tick on psp and them speaking to you is still classed as your back to work interview, and psp also has paper work that is supposed to be produced for the absence including a letter that is sent out on day 1 of the absence, so if that has not been sent then the correct procedures are not been followed and its a great appeal gounds at stage 3

[gluteus maximus]

Might i ask how a return to work interview has been stopped. Any employee who has a protracted absence has to have this interview as it is a risk assessment and required by law

[rehabron]

Return to work interviews have not stopped they have just been given an alternative name under the new attendance agreement and are welcome back meetings and realistically should be carried out within 24 hours of returning to work to ascertain if you are fit to carry out your duty and to record your return date.

[UnhappyGremlin]

Return to work interviews have not stopped they have just been given an alternative name under the new attendance agreement and are welcome back meetings and realistically should be carried out within 24 hours of returning to work to ascertain if you are fit to carry out your duty and to record your return date.

In reality, the meetings should be held before the postie does any work.
Otherwise, any injury that could arise could have been preventable.
In the case of a cold it doesn't matter. But when someone is returning to work after something more serious, then the manager should be ensuring that the postie will not be taking any risks to their H&S prior to recommencing work.
And it is also there to prevent further S/L.

[clashcityrocker]

Return to work interviews have not stopped they have just been given an alternative name under the new attendance agreement and are welcome back meetings and realistically should be carried out within 24 hours of returning to work to ascertain if you are fit to carry out your duty and to record your return date.

In reality, the meetings should be held before the postie does any work.
Otherwise, any injury that could arise could have been preventable.
In the case of a cold it doesn't matter. But when someone is returning to work after something more serious, then the manager should be ensuring that the postie will not be taking any risks to their H&S prior to recommencing work.
And it is also there to prevent further S/L.

Nobody should be taking any risks to their H&S anyway.
If they are returning on light duties what they can and can't do will already be documented.
If they are returning to normal duties then the manager can surely reasonably expect them to do everything they did before they were off sick.

[IcanthelpthewayIam]

Nobody should be taking any risks to their H&S anyway.
If they are returning on light duties what they can and can't do will already be documented.
If they are returning to normal duties then the manager can surely reasonably expect them to do everything they did before they were off sick.

Except of course when its Doctor Dom who offers a naive postie light duties, something along the lines of come back to work and ill get you in the office for a few days and you could cope with that rather than triggering a stage warning, postie agrees, but postie has never been referred to ATOS and its only the Doms medical opinion that postie can manage the indoor duties he has set aside, and this is very very rarely documented, and in fact could result in further injury to postie

[coxie]

I had a review 1 and my rep tore them to pieces for not doing a return to work. Also under the new review system the managers should have all been on a training course and should have informal chats with you about your sickness more often they should offer you support more. None of them do this however.

[UnhappyGremlin]

Return to work interviews have not stopped they have just been given an alternative name under the new attendance agreement and are welcome back meetings and realistically should be carried out within 24 hours of returning to work to ascertain if you are fit to carry out your duty and to record your return date.

In reality, the meetings should be held before the postie does any work.
Otherwise, any injury that could arise could have been preventable.
In the case of a cold it doesn't matter. But when someone is returning to work after something more serious, then the manager should be ensuring that the postie will not be taking any risks to their H&S prior to recommencing work.
And it is also there to prevent further S/L.

Nobody should be taking any risks to their H&S anyway.
If they are returning on light duties what they can and can't do will already be documented.
If they are returning to normal duties then the manager can surely reasonably expect them to do everything they did before they were off sick.

You have misinterpreted my words.
Nobody should be taking risks with H&S, true. But I was referring to people not doing something they shouldn't - i.e. something their illness/condition should be prohibiting.
Which is their light duties. But, if they haven't had a return to work at all, it won't be documented full stop. If they start work at 7am, and have the RTW at say 10am, then they could have already been expected to do something that may cause them further harm.
And even if they are returning to work to normal duties, and the manager should be able to expect them to do their full job as it is, (depending on what they were off sick with), the manager still needs to check and get it documented that this is the case, otherwise they could leave themselves open to a complaint (especially if the employee does themselves some damage prior to the BTW taking place). It is in their best interests, as well as the employee, to have the meeting and document it before any work of any kind is done, they can then prove they have followed procedure and taken every measure to assist the employee and prevent any further issues relating to their S/L.