NHS Human resources question.

ohreally

Need_More_Money wrote: »

Personally I wouldn't involve the union unless I couldn't resolve it myself. I think it would give the impression of being awkward if you involve them too soon

I'm not sure what you base this on? Is ensuring consistancy and securing your contractual rights awkward?

Need_More_Money_2

ohreally wrote: »

I'm not sure what you base this on?

Well if it can be resolved amicably without involving the union that would be my preferred option. Rightly or wrongly I think people who run to the union too quickly can be seen as trouble makers by some people. That's not to say unions don't have a good role to play, just at the appropriate time.

brazilianwax

I'm a civil service HR manager, and in my opinion getting the union involved too early doesn't help.

Tesco_points_addict

Yes you can go back as you have requested.
This happened to a colleague of mine who was told to use her A/L....some managers don't know/don't care. Speak to your Occ. Health dep. as suggested. They would rather have you back sooner for a couple of days a week than later full time
Good luck x

brazilianwax

Hmmmmmm.

In my experience the union (being paid effectively by the employee) actually does everything they can to slow progress down.

They make lots of demands and ignore requests.

When my sister had trouble at work, her union rep was lousy and it resulted in her being off work for 6 months with stress. I had to take over to get matters resolved (and the employer was completely at fault).

I'm not a union member, but I defend the rights of staff to be members. I just wish the reps would play fair when we're trying to resolve issues.

Need_More_Money_2

I know it was sorted out sucessfully in my trust between occ health and a line manager, but I suppose it depends on the attitude of the line manager.

If I was someone's line manager and I had a reasonable attitude to the phased return, I think I'd be a little annoyed if a staff member felt the need to bring in the heavy mob

Parisien

If your employer held your interests at heart they would insist on you taking a phased return period as it would be best for both parties.Your employer has clearly demonstrated they only value their own interests.

Ergo, do involve your union, the number of stunts and crap decisions made by NHS employers is breathtaking....I'd say its a ration of 10 bad ones...one good one; if you feel you have been taken advantage of, then you have.

Parisien

Need_More_Money wrote: »

I think I'd be a little annoyed if a staff member felt the need to bring in the heavy mob

This is a typical anti-union attitude.

Need_More_Money_2

Parisien wrote: »

If your employer held your interests at heart they would insist on you taking a phased return period as it would be best for both parties.Your employer has clearly demonstrated they only value their own interests.

Ergo, do involve your union, the number of stunts and crap decisions made by NHS employers is breathtaking....I'd say its a ration of 10 bad ones...one good one; if you feel you have been taken advantage of, then you have.

In my experience NHS employers seem to be much more reasonable about such things than other employers. The OP will be better able to judge the attitude of their manager. Is it a simple misunderstanding of procedure that occ health could correct? Or are they being awkward

Fruity1

Our HR policys are on the trusts intranet. I will see if I can obtain a copy before I see Occupational Health. Unless they insist I have to use my A/L I will try to avoid using the unions though after the way my trust has behaved previously I don't rule it out. Thanks all for your advice and healthy debate.