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Occupational Health 1st: Sickness Absence Management
Occupational Health 1st recognises the need to minimise absence in the workplace. In sickness absences cases our unique selling point is that
following a consultation either HR or line management are consulted to ensure that the advice we give is clear concise practical and actionable
in the actual team or department that the individual works.
Research has identified that either keeping people at work or returning people to work on rehabilitation plans is significantly better than keeping
people at home off sick. However the employer must be able to provide work that is actually productive for the company for a rehabilitation plan
to work for the benefit of the employer and the employee.
Occupational Health 1st has identified that a key factor in all cases but particularly where the employer /employee relationship has broken down
is communication.
Occupational Health 1st uses case conferencing where all parties are bought together to discuss the issues as a way to rebuild relationships and
ensure all parties agree to a plan going forward.
HR and Managers are actively encouraged to challenge Occupational Health 1st advice given if they feel that Occupational Health 1st has not lived
up to its standard of providing advice that is clear concise practical and actionable with NO FENCE SITTING ALLOWED.
Traditionally sickness absence management has always been carried out by face to face consultation recent innovation and research has identified
that the majority of sickness absence consultations can be carried out remotely by telephone this often speeds up the time to arrange the appointment,
allows employees who cannot travel to have an appointment giving HR and managers early advice and intervention opportunities, and reduces costs.
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