Phased return to work with weekend working

concerneduk2020

We had a team member who was out sick for around 6 months. During that time they had accrued a lot of holiday but had run out of sick pay. We gave them the option to use holiday during their phased return so they would still get paid at full pay, but it was definitely optional. 

diystarter7

concerneduk2020 said:

We had a team member who was out sick for around 6 months. During that time they had accrued a lot of holiday but had run out of sick pay. We gave them the option to use holiday during their phased return so they would still get paid at full pay, but it was definitely optional. 

Hi
That is where a mutual agreement o using hols as phased return can work but not as per my previous posts.
Sadly, too many that run/supervise the workforce are not up to speed on how to manage staff and lack knowldge/training.
A few of our managers had to udergo training about staff welfare.

As I said before, when someone is offered a phsed return to work, this is not doen lighly and trust me most are apprehensive when returning to work and want to but are worried if they can manage. The last thing a member of staff wants is to be told to use their hols if they want a bit more time off as hols are not there to prop up return to work other than what you have said. Even then is the member of staff's choice on the whole.

Anyone unsure about not being able to mange their workload, return to work etc, consult the union, have informal chat with a trsuted member of staff if required as support in the work place is vital, consult ACAS, try to be flexible but put your health first, be reasonable as much as possible and consider outcomes. Don't be afraid to seek a review if return to work as per OH recommendations is not working.

I touched on my personal experience. I never wanted to work, worked up until early retirment at 50+ but when I went on several weeks sick and had OH, I was eager to return to work as I wanted to be better in health and things back to normal. I had good, really good support from the outfits doc and OH were very good to me and then to my surprise my manger and got a couple of apologies out of them and I did not even expect them.  I was able to go FT, full caseloads before the recommended period by OH, I asked for that but in hindsight should have stuck to OH longer period of phased return

Thnks

Undervalued

concerneduk2020 said:

We had a team member who was out sick for around 6 months. During that time they had accrued a lot of holiday but had run out of sick pay. We gave them the option to use holiday during their phased return so they would still get paid at full pay, but it was definitely optional. 

As you suggest, this is quite a common practice and doesn't really cost the employer anything long term. However they are not obliged to agree unless it would be considered a "reasonable adjustment" for a disability. 

diystarter7

Undervalued said:

concerneduk2020 said:

We had a team member who was out sick for around 6 months. During that time they had accrued a lot of holiday but had run out of sick pay. We gave them the option to use holiday during their phased return so they would still get paid at full pay, but it was definitely optional. 

As you suggest, this is quite a common practice and doesn't really cost the employer anything long term. However they are not obliged to agree unless it would be considered a "reasonable adjustment" for a disability. 

Hi

A gentle heads up, we are talking about someone that has been off sick and not suffering from a "disability" not a permanent one in genral chat. The point I was making was about someone having had an episode of illness, expecting to make a full recover hopefully and returning to owrk on a phased return basis.  For this scenario, hols should not be used to make up for any difficulties the worker is encountering returning to work and having to use their leave. As I said, in these scenarios, a review of the OH recommendations etc needs to be looked at or at least considered. Hols are not for sick leave/phased return generally

I was glad I had hols and flexi leave to use after the phased return.

Often its in a supervisor/magers/owner's interest to get the worker back to speed more so than the health and welfare of the employee and I seen and heard about this first hand so an employee needs to be stronger and always consult union rep/friends/family and ACAS. Often, if an employee knows their rights, they get treated better from what I have seen

Indeed there are decent employers and supervisors/mangers out there but many lack the knowledge etc. The person returning to work, as before I do urge them to be flexible as much as they can but at the same time put themselves first and consider the employer's predicment and your co-workers as well but the bottom line, put yourself first.

(I'm very passionate about this subject as leading up to going off on sick leave for several weeks, I was taking days off on sick and leave and flexi as the docs and hspts misdiagnosed me 2 times and made things worse and the outfit I worked for wrongly assumed I was taking the p and made my life difficult with snide comments etc. But when I was off and they knew what to do the docs, though still worried I wanted to return to work and get back to normal - better news was, manger and me became work buddies but we never rang the other outside work or met as I respected their mangers staus and would not take advantage)

Anyone returning to work on a phased return, consult unions, ACAS, well informed and good associates that will give you an honest response in an understanding way and help you in the process of getting back to normal !!!!!! possible.

Thnaks

ps - re "adjustments for diability" again full OH assessments and recommendations (work palce assesments) is the way forward not hols unless mutaully agreeable.

Own_Worst_Enermy

Many thanks again, I’m still awaiting to hear from my employer about all of this - the support group for the condition have had a fit over the report when I said I was advised the condition didn’t fall under the equality act - they say it does because it is a condition lasting more then 12 months/long term but in my option it is all down the condition not being really known. 

I refuse to say spinal cord injury as that is what my brother had in the t’s who is wheelchair bound and my problem is in the c’s with me using a walking stick.

Anyway I also found out yesterday, out of the blue a couple of colleagues have been let go really unforeseen so accept anything can go on. 

Own_Worst_Enermy

concerneduk2020 said:

We had a team member who was out sick for around 6 months. During that time they had accrued a lot of holiday but had run out of sick pay. We gave them the option to use holiday during their phased return so they would still get paid at full pay, but it was definitely optional. 

Thanks again for the insight. I haven’t been off as long as this but was meant to have weekly welfare calls but these are very hit and miss, I also realise I maybe stupid and worrying over nothing as we approach the new holiday year is an employer likely to want this situation if they plan to off board or understand I may leave in pursuit of part time now that has already been discussed.

diystarter7

Hiya OP

Many thanks for taking the time out to update us

Good luck

Undervalued

Own_Worst_Enermy said:

Many thanks again, I’m still awaiting to hear from my employer about all of this - the support group for the condition have had a fit over the report when I said I was advised the condition didn’t fall under the equality act - they say it does because it is a condition lasting more then 12 months/long term but in my option it is all down the condition not being really known. 

I refuse to say spinal cord injury as that is what my brother had in the t’s who is wheelchair bound and my problem is in the c’s with me using a walking stick.

Anyway I also found out yesterday, out of the blue a couple of colleagues have been let go really unforeseen so accept anything can go on. 

They may (or may not) be right. However, if the employer won't accept this then ultimately it would be for a tribunal to decide if it does or does not amount to a disability for employment law purposes.

Even assuming it does, what "reasonable adjustments" are you hoping for?

Own_Worst_Enermy

It isn’t reasonable adjustments I’m ‘hoping’ for, an RGN who made report has suggested;

Work downstairs at ground level (which they are in very unlikely to accommodate.)
Regular breaks (if this means splitting lunch through day fine)
A work from home for two months 
extending if needed (though employer has released colleagues who did this 100% and going back on ‘flexibility’ announcements 6 months ago)
A separate keyboard from the notebook  sized laptop
A non wired mouse
Regular meetings from management for communication and to understand I can handle the work. (there seems to be a problem that management do not acknowledge I was in great pain 3rd January when I tried to go up and down stairs) 
I can go back to occupational health if ever needed. Advised by Occupational health to expect insurance to drive to go up.

I do not feel the report went on mine or the companies favour. It did pretty good bring impartial.

I replied to the charity/support group asking does not suffering the condition a whole year means different, no response yet.

I want to go to work as I feel it may improve cognitive skills (nearly done daft things recently) but I wonder if it is the not working is now playing its part. 

I regret the company haven’t the sense to say goodbye if they deny I was in pain late December or new year, Their questions through occupation health were strange. 

I’ve been left with pressure when opening bowels and stiffness standing up to walking weird, with a waddle, (whether all this is in part secondary to problem being menopause related) but I think I could still be someone’s employee in time.

If they decide to let me go will I hear in writing from head office?