Rank: Super forum user 
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Hi Forum Users,
Would appreciate some advice. A collegue of mine has recieved this email (obviously I have blanked out any personnel details):
Hi ******,
Can you please come and see me when you see *****, I was diagnosed with a slipped disc on the **/07/11 and since getting my results from my MRI scan we found out that the disc is actually torn, I have been asking for an assessment on my work station so any help you can give me would be greatly appreciated.
Regards,
My initial instinct is to ask why is this person allowed at work until a full diagnosis is complete i.e. recieving the results of this scan, and further more, a referral to occupational health for conformation this person is fit for work! My colleague seems to think that all I required to do, is to complete a DSE Assessment for this person. This is a colleague who is "above me in the organisational chart" just to highlight why I am being cautious before highlighting this point.
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Rank: Super forum user 
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Jarsmith, This seems a valid approach to me, how did the person concerned injure his back? It seems to me all he is asking for is an assessment of his DSE workstation. If you consider a further assesment of his ability to undertake any sort of work you should raise this and suggest a medical assessment to see if he is fit to be at work.
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Rank: Super forum user
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First up, I'm pretty sure that 'slipped disc' actually means 'torn disc'.
As regards a DSE Assessment, should it more a review of the existing one? If it's not been done before, and they're considered a User, it's necessary whatever their condition.
Whoever's diagnosed the condition should be able to suggest any adaptations that should be made and even make a judgement on their fitness for work.
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Rank: Forum user 
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To put my pennies in the pot to stir up...
DSE Assessments should be undertaken for all DSE Users (see DSE regs for definition).
These should be reviewed regularly (2 years, change of desk, IT etc - including for medical reasons).
Undertake the DSE Assessment for that 'which is within your knowledge' and anything that appears to be outside the norm (especially if there is a medical condition) suggest that help from a specialist Occupational Health Professional be sought.
In the MOD we do the basic stuffs but when it comes to medical problems we have (currently) a permanent contract with a large Occupational Health specialist provider based in Bristol.
At the end of the day paying for a specialist in this arena is actually a lot cheaper than being sued for incomplete/incompetent advice.
Yours to take and run with...
BTW - it should make no odds where the person stands (ha!) in the organisation. We regularly assess those five or six times above in the food pecking chain!!
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Rank: Super forum user
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Nidan wrote:
BTW - it should make no odds where the person stands (ha!) in the organisation. We regularly assess those five or six times above in the food pecking chain!!
That was not the problem, I wasn't assessing someone above me. I was going to show up my boss who passed this case on to me, and failed to recognize a need for occupational health. Thanks for telling me the regs lol!
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Rank: New forum user
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It would seem to me that the person concerned should have completed a DSE RA immediately on return to work following the back injury, especially as they seem to be in the upper reaches of the organisation, setting an example of best practice.
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Rank: Super forum user
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martski wrote:It would seem to me that the person concerned should have completed a DSE RA immediately on return to work following the back injury, especially as they seem to be in the upper reaches of the organisation, setting an example of best practice. Martsi, unfortunately you are completely right. I resolved the problem by discussing the situation with my line manger, and planting the seed, so that he thinks its completely his idea lol. Sometimes you need to `manage the manager'!!
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