Business Centred Therapy (BCT Ltd) Has been working in an innnovative way with exisitng sickness absence populations.  We have designed a methodoly to monitor and mesure value for money in targeted initiavtives.  Working from central locations we are liasing with HR to work with those who have slipped through  occy health and EAP nets and who are islolated at home presenting repeat sick notes.  Our specialism is to be independant neutral and working pyschotherapeutically  to get those staff back helping them to sort out and reframe properly what is stressing them at work, this way we are helping companies to demonstrate that they are absence managing.  Gone are the days where line managers tell us that we should take time off and sort it out.  This can often leave staff in isolation feeling worse with the added pressure that time is ticking on and that they have to return.  This way the organisation is seen to be progressive and proactive and absence managing, demonstrating that they are invested in helping whilst employees are truly off sick.  I woulldn t …

The Disability Discrimination Act 1995 has been in force for some years now. The caselaw demonstrates just how difficult this legislation can be and it is clear in many of the cases that expert evidence is required. A tribunal no more than an employer can assume to know about the particular disability or the sorts of adjustments which would provide a defence under the act.  It is also clear that tribunals are somewhat unimaginative in terms of concepts like “reasonable adjustment�. This may in part be due to the relatively narrow examples in the Code of Practice whereas the legislation itself could be read to cover a far wider range of changes.

A medical certificate is sacrosanct (Hutchinson v Enfield)
Wrong - a certificate by itself is not enough to guarantee payment. It is up to management to be satisfied that the illness is genuine and that it justified the length of absence. However care must be taken to ensure that the contractual issues are clear. The Med3 is designed to deal with statutory sick pay. Employers have often chosen to use it as an organisational tool but could choose not to. See below for information on GPs’ attitudes to the Med ie often they are reluctant to consider phased or part-time return and reluctant to divulge too much health information. See also proposed reforms.

This year’s ban bullying day is set for the 7th November. The aim is to raise awareness of the problem to a national audience and to organisations.

Click here to find out how you can show your support

Download the campaign PDF document and the purchase order form.

Information from the Occupational Health Department is only relevant in identifying mitigating factors.   Medical information is required for a variety of reasons:-

This is the third in a series of articles by Antonia McAlindin, CCIPD, BA, LLM Barrister.

Warnings are inappropriate in such cases. The overriding object of the procedure is to gather sufficient information about the nature and extent of the illness or disability to enable the employer assess the situation, consider the appropriate response and come to a reasonable decision. It is normally necessary to consult the employee (at home if necessary) and seek medical advice on the likely duration of the illness and the chances of recovery (Spencer v Paragon Wallpapers Ltd, East Lindsey District Council v Daubney).

This is the second in a series of articles by Antonia McAlindin, CCIPD, BA, LLM Barrister.

Over the years tribunals have laid down the rudiments of a good absence procedure. In addition, the latest ACAS Code of Practice distinguishes between absence due to an underlying problem (and hence more likely to be linked to a disability) and absence which justifies warnings. It stresses the need for good records. The basic procedure for short term absence is…..

This is the first in a series of articles by Antonia McAlindin, CCIPD, BA, LLM Barrister:

It is naïve to believe that absences will not occur – individuals will be absent for a number of reasons from time to time. The contract provides for that fact usually by providing for a period of pay. In addition, the law expects individuals to be paid when absent for a wide number of reasons including sickness, public duties, holidays, maternity leave etc. The organisation must therefore deal with genuine absence issues in a reasonable and sympathetic way.

Attendance issues are familiar to those of us who have managerial responsibilities or who work with individuals who are struggling in their employment situation, in organizations of all kinds. It is plain that there are no easy or universal solutions to creating and maintaining a workforce which is regularly present and productive.

Alongside best practice in the corporate and financial spheres related to attendance management an individualized approach based on the principles of respecting the creativity and integrity of the individual and seeking to understand and get alongside workers who are having difficulties with performance and attendance issues has an obvious appeal. It is already proving successful.

Difficulties like stress and anxiety, problems with self-confidence and dealing with loss and change, whether they stem from the work situation or from an individual’s personal life will impact an their ability to give of their best at work. If there are systems in place which gives workers an early opportunity to explore the underlying issues and the options for handling them this seems likely to be …

1. Make an appointment with your doctor and tell him / her what is happening to you at work.
2. Follow medical instructions and get signed off if necessary.
3. If counselling is available at work make an early appointment to talk through your experience.
4. If no workplace counselling is available then check to see if your medical practice has a counselling service. If not, then find a service in your area.
5. Make a conscious effort to eat a well balanced diet.
6. Learn to relax.
7. Maintain contact with friends outside work. You will need a good listener.
8. Make time to do the things you enjoy outside work. Remember that your work life balance is extremely important.
9. Give yourself treats and keep your sense of humour.
10. Get in touch with The Andrea Adams Trust or someone who can advise and support you.

The Andrea Adams Trust is the only UK charity dedicated to tackling workplace bullying. The Trust was set up 10 years ago in memory of Andrea Adams, the journalist whose work first began to highlight the issue in the UK. …