No light duties available

Takeaway_Addict

ohreally wrote: »

One for union assistance given the management response. Perhaps medical suspension could be looked at.

I think there are some RM guys on here who could advise on policy.

Medical suspension is highly unlikely as he isn't fit to do his main job

dickydonkin

andydownes123 wrote: »

Are you expecting the employer to pay for you when there's no work for you?

Wouldn't they have to pay him regardless in the form of sick pay?

I would have thought it would be more beneficial for the employer to pay him do do something rather than nothing.

andydownes123 wrote: »

They may wish to keep a good employee for a while, knowing they'll come good, however my guess is that eventually there will be a parting of ways.

What a bizarre and crass assumption to make - Are you actually suggesting the injured person is NOT a 'good employee' and if so, what is your assertion based on?

The person cannot perform his normal duties for Gods sake - and is looking to get back to work sooner rather than later - albeit not in his normal role.

Providing he is not compromising his existing injury or indeed his colleagues, I am sure there must be something available - even answering a phone, however, the employers police may dictate certain criteria that could possibly exclude him from returning - maybe someone could enlighten.

Fireflyaway

A near identical thing just happened in my work place. Hr decided to ask the gentleman to contact the gp again to get signed off because there isn't an option of light duties. Despite all my work places faults, the sick pay is good so he won't lose pay.
I'd suggest the same. It's not his fault if he can't physically do his work. He isn't able to because of a health issue so being signed off and being paid sounds totally logical.

Tigsteroonie

My understanding is that the GP writes a Fit Note that says what the person can do, i.e. that they cannot stand or walk and can only undertake light duties in a seated position. (i.e. what they are fit to do)

Then the employer decides whether they can offer work in line with what the Fit Note recommends. If they can, the person works. If they cannot, then sickness absence (and any sick pay) is appropriate.

TELLIT01

You don't say how long your husband has worked for Royal Mail but my brother in law was entitled to 6 months full and 6 months half pay when he needed hip replacement. He was unable to work from early in the year and surgery was postponed several times. Even sorting required him to stand for extended periods and isn't a full days work anyway. Under normal circumstances it takes a couple of hours or so at the start of the day. There was no other work to cover the other hours.
Your husband will be entitled to SSP as a minimum assuming he qualifies, and as a full time worker he will qualify.
A company is under no obligation to manufacture a job to accommodate a request for 'light duties'.

custardy

Cottage_Economy wrote: »

Can anyone offer some advice on what we should do next?

My DH tore a leg muscle last Thursday, saw a GP Friday who suspected full tear, Physio today has confirmed (luckily) a partial tear and begun rehabilitating it.

DH is a postman (he did not injure his leg on duty). Physio has said that DH can return to work on crutches for light sorting duties from Friday onwards but obviously cannot do his walking round for many weeks to come, but less obvious and unexpected was that he cannot drive, even short distances, and cannot stand.

That last one is a problem. After speaking to the Office Manager today he has been told he is no use in the office unless he can stand to sort packets, that there are no seated jobs, so there may not be any point him coming in and to stay at home. The Office Manager is going to speak to his superior and see if there is anything that can be sorted out but thinks it unlikely.

We believe he is expecting DH to stay at home unpaid until he is given clearance by the Physio to stand, and we have no idea how long that will take.

What are the employment guidelines on this please?

Should he defy the physio and stand to work? Should he take a week or two's annual leave? Should he turn up for work on Friday and say "you must find me something"?

We have no idea how to go forward with this or what to suggest as a compromise as neither of us have ever been off sick with anything requiring restrictive duties.

Okay so I have a fair bit of experience on this.

As it stands your OH costs his manager/RM £0 and covering his work is at the cost it would anyway whilst at work.
If they get him back in special dutie (RM terms) he will be in real terms doing work other staff are likely being paid to do anyway.
There is no real 'must' find something until he can do work thats of value to the operation.
I know I'm painting a bleak picture but this is how it is in RM.

Carrot007 wrote: »

They do not have to find him something (so no he cadictate what he can do), but if he is declared unfit to work what is available he should not.


The company insurance would likely not cover him if somerthing occured so they should not let him unless they decalre him fit though their own doctor. (which they can ask him to see).


He should not voluntarily taker it unpaid either, he is entilted to sick pay per his contract (which may well be statutory and not from his employer).


He should really not be allowed to take it as holiday either. he is sick. But fair to allow it (I guess) if he gets no more than stat sick pay.


His manager should be talking to HR not his manager.

Up to 1 year service,no sick pay outside SSP. the manager can speak to HR but they wont be forcing him/her to offer light duties.

Cottage_Economy wrote: »

I think you're being a little over-dramatic.

It's five days post a small tear, which will come good in a few weeks with rehab, not a career-threatening illness that's been dragging on for months.

There actually is sitting work that we know about - it is possible to sort up frames for posties who are on days off/annual leave/sick leave - but for some reason that has not been suggested. DH intends to suggest that tomorrow.

Sorry but thats not really correct. those frames dont just sit there when people are off sick/AL etc. As I already covered,this is work covered by other people.
While your OH is off,do you think those frames arent being prepped?

Cottage_Economy wrote: »

The physio did not want to give us a definite time frame. Despite asking him to allow us to give RM some kind of idea he didn't want to. He said just for our information if everything went well he should be ok in about 4- 6 weeks but that was a guideline for a grade 2 partial tear and based on many factors, including how diligently DH did his exercise, him resting his leg as instructed, not lifting/doing anything that could compromise his recovery, etc., etc. He didn't feel comfortable with us giving that commitment to the managers until DH so soon after the initial injury until he has a couple more sessions under his belt. He did not indicate any timescales for driving or standing, but then it is only five days post-trauma. As of next week he is going to be given exercises to do so he could be given the go ahead then. Or not. Who knows.

His working relationship with management is excellent and he is well regarded. He always goes out of his way to ensure he completes his round every day and not bring any mail back. Over 25 years service he has had four incidences of sick leave, collectively lasting less than a month (things like flu, salmonella, etc). He has gone out of his way to keep work up to date every day on his condition and while he could have asked for a sick note for a further week, recognised that they would be short-staffed and made himself available to do anything he could to help out within the limitations he's been instructed to stay within.

Then why is he on no pay?

owen_money

Cottage_Economy wrote: »

DH is a postman (he did not injure his leg on duty).

On duty? Do post-people go on duty or is it just go to work?

74jax

owen_money wrote: »

On duty? Do post-people go on duty or is it just go to wok?

They go on duty.

owen_money

74jax wrote: »

They go on duty.

Oh right, like the armed forces? I'll give my postie a salute next time I see him. Do they get medals as well?

Andy_L

owen_money wrote: »

On duty? Do post-people go on duty or is it just go to work?

Firms that wrote they T&Cs back in the old days (which obviously includes (ex)public sector organisations) frequently use the term duty. As does a lot of employment legislation.