How long off is reasonable for a Broken Finger?

Savvy_Sue

FBaby wrote: »

Have you actually spoken to him, see the finger? Surely if he is still sign off because of an infection or complication, you would expect him to inform you of this. The problem is that you don't know what he is telling his GP. For all you know, he is telling him that the job involves lifting and he's been told there are no alternative jobs within the company. A GP is unlikely to go and check this out....

but it's surely not up to the 'sick' person to tell the GP what to put on the Fit Note. By all means tell the GP that the job involves lifting (if it does), in which case the GP can tick the 'may be able to work' box and state the limitations. Then it's up to the employer to say whether or not they can accommodate the limitations, eg no lifting, no long periods of standing, shorter hours etc.

Mind you, I know the GPs are still struggling with which box to tick on the Fit Notes. Took two attempts to get mine right each time ...

sfb350

Uncertain wrote: »

The procedure for this is as follows.

Firm writes to GP (with employee's permission). GP confirms that patient has given permission and checks if he want to see report before it is sent (legal right). GP sends employer a bill (£180 a few years ago) and waits for payment. GP writes a report as to how the patient's illness / injury may affect their work. GP must give the minimum personal medical information necessary for this (GMC rules). GP sends draft to patient. If patient has concerns he sees GP. GP either amends report to reflect patient concerns or, if they are unable to agree, GP must include a statement of the patient's views. Patient cannot however veto content having given permission for report to be written. Finally, GP sends report to employer.

As a very experienced GP once said to me "If i genuinely believe a patient's work is making them ill then this process can easily take a couple of months"!

This is the correct procedure. We have recently had cause to do this where I work. I would strongly recommend that the OP seek advice from an independent HR adviser. Be careful when looking for an HR adviser though, some of the big firms are really selling you insurance in case an employee takes you to court and their conditions are too restrictive. I'm not naming companies as I'm not sure if that is allowed here! If the OP wants to PM me I will be happy to give more details.

Hazel

Going4TheDream

Does your company have an Occupation health department or company Dr, whilst the Dr has signed the person off as unfit it is possible that with the help of occupational health that another more suitable role could be given in the interim period with a view to phased return to work to the original job? Many companies have sickness policies that will allow them after a period of time to request the medical records (with the persons consent) for independent advice or have either their own or contracted Occupational Health provisions

Uncertain

Going4TheDream wrote: »

Many companies have sickness policies that will allow them after a period of time to request the medical records (with the persons consent) for independent advice or have either their own or contracted Occupational Health provisions

The company cannot "get the medical records" this is a popular myth.

Relevant information from them can be given (obviously only with the patient's consent) to an occupational health doctor appointed or employed by the company. The normal rules of medical confidentiality apply.

Any report given to the company by a GP (as I explained earlier) or any report prepared by an occupational health physician must contain the minimum medical information necessary for it to explain to the company how the persons health may affect their work.

Going4TheDream

Uncertain wrote: »

The company cannot "get the medical records" this is a popular myth.

Relevant information from them can be given (obviously only with the patient's consent) to an occupational health doctor appointed or employed by the company. The normal rules of medical confidentiality apply.

Any report given to the company by a GP (as I explained earlier) or any report prepared by an occupational health physician must contain the minimum medical information necessary for it to explain to the company how the persons health may affect their work.

What you say is correct and probably not clearly put in my post but that was the point I was trying to be make (albeit badly") after a glass or two of wine ....is it worth mentioning that if the person doesn't give their consent (although it is their right not too) then the company can only work with the information it has and base any decisions regarding the situation on that ie invoking of any capability process etc

RobertoMoir

skintandscared wrote: »

But it is up to the employer what sickness absence is acceptable across a calendar year and this guy sounds like he's milking it.

Based on what? There are 'broken fingers' and there are 'broken fingers' if you see what I mean, and none of us are in a position to assess whether or not the person concerned is "milking it" based on posts from a third party who isn't the injured person's doctor.

The amount of pain someone is in and their fitness to work might vary considerably depending on whether or not they've got one nice neat break, multiple breaks or a shattered joint, and any other complications that complicate things, for example