Rank: Forum user 
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Hi All,
I have an extremely frustrating trend at my site of employees taking 7-14 days of work for any accident they have. A number of the accidents so far this year are minor but the employee sees it as an opportunity to get 2 weeks off work fully paid. They self cert for a week and then get a doctor note for further time. I know i will get a few comments now on why are you having accidents, etc and how do I know that is minor injuries but i think we all come to know what is a ligitmate issue and what is not after a while. The assessments have been recently reviewed and while some area have been highlighted for improvement they should not result in injury types and duration we are getting.
It starting to get very difficult to get any positive light for our site from outside the organisation due to these incidents and the statistics that are being produced. We have done so much good work lately and its being ruined by some people who see an accident as a route to 2-3weeks time off no worries.
Does anyone know of methods of approaching problems like this or ways of stopping abuses like this? At present it feels like only way is no one does any work full stop! :(
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Rank: Super forum user
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Why are the doctors signing them off for another week. Are they declaring them unable to work and are they not suggesting what alternative ‘light duties’ they may perform.?
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Rank: Super forum user
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Full sick pay - could be the problem?
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Rank: Super forum user 
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I am aware that in some organisations (usually with strong TU membership) that having a long time of work through an accident is seen as a perk of the job - a cultural thing seen as acceptable by employees. Presumably your general absence due to sickness is relatively high as well?
How you prevent it without discriminating or upsetting the workforce is another matter. I could say something like don't pay them sick pay for time off...but probably too draconian a measure. You may wish to discuss either an attendance bonus with HR or sanctions for those who constantly take time off. Tricky one.
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Rank: Forum user
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Not a chance..... the GP provides sick note no matter what. 1st week is immediately lost on self cert and GP does not ask light or restricted duty options otherwise he would be returned to work immediately.
We have asked him to return on light duties but he refuses. Righth now we are struggling to know what approach we can take.
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Rank: Super forum user 
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Whilst it might take a bit of negotiation, it is possible to operate a system of home visit by occupational health representatives during absence. After all, the employee has been injured as a result of the employer's undertaking, only fair and reasonable therefore that the employer would want to be in touch, (even indirectly) for statements etc.
Back to work intervention can also involve your Occ Health people, with a justified recourse to contact GPs for confirmation of fitness issues.
It may take a bit of investment, but things can often improve when the employee knows he is no longer 'out-of-sight & out-of-mind'?
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Rank: New forum user
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Hi Safetyman2010
I do sympathies for you.. However firstly there are a number of questions which will need to be answered - namely; -
Obviously I am making a number of assumptions prior to giving recommendations
1. A thorough accident investigation as been undertaken to establish root cause and suitable corrective & preventable actions has been implemented.
2. Good working relationship with the unions (if applicable) on site
3. HR documetation detailing the LTA absence criteria
Recommenations
1. Map out all accidents and make sure that you are happy that the accidents being reported fully and that any corrective / preventative actions is being resolved by management. Again discussd with employees / union to road map improvement (0 > 2 months)
2. Review and amend respectfully the safety & reporting & sickness procedures to prevent misusage (1 month > 3 months)
3. Health & Safety Awareness Training is cricial - presenting a brief summary to workers i.e cost od workplace accidents / management focusing on preventation. Managememnt undetake a more complex training session with (6 > 12 months).
4. HSC - Safety climate tool - excellent tool to use to indentify the key issues facing both management and the employees (Survey - done my safety reps & union officials) - 6 months
5. Produce a Environment, Health & Safety scorecard detailing not just Accident trending (LTA's) but also the good work towards contionual improvement which you have mentioned - share with management / employees - develoop also a reward scheme for employees taking an active role in permoting Health & safety.
If you would like to dicsus this further, please do not hestitate to get in touch
wmurphy@tissue.co.uk
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Rank: Forum user 
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Have you thought perhaps the accident is a vehicle to stay away from (for whatever reason) an unhappy workplace? Not forgetting the counter issue, those that return too soon, who may be equally as problematic.
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Rank: Super forum user
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Have these people suffered any form of injury? What is actually preventing then from coming back to work?
We could do with more information.
I think that this is more of a HR issue but I believe there is a mechanism for challenging sick notes; look at the Work and Pensions website.
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Rank: Forum user
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I think Ron hit it when he mentioned getting occ health people on the case. We're looking at setting up something that ensures as soon as someone phones in sick following a work related accident, they get a 'welfare' call from an external occupational health specialist (on the same day where practicable). This helps to establish nature of illness/injury and this is followed up every day or two to keep the patient motivated.
Then, when they announce their return to work, they are given a date to attend a formal and quite intrusive investigation into the circumstances of the accident and time off. So they have that to look forward too as well...
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Rank: Forum user
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Thanks for the advice guys. I'm actually rushing off right now for another meeting so don't have time to provide further info, but i will do tomorrow and hopefully this will provide extra details. Appreciate the advice!
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Rank: Super forum user
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I am thinking along the same route as Talpidae and sympathise.
We had peope who would go off for weeks after a minor incident -and all because the insurance company would pay up to a certain amount just on the submission of a claim supported by circa 4 weeks off sick without any fuss.
I also know people who were off sick for 6 weeks every year - because that was their "allowance" on full sick pay.
Surprise visits to an IPs home to "offer support" may have a dramatic effect.
David
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Rank: Super forum user
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as already stated this is a HR issue so put it in their well paid hands
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Rank: Forum user
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Being cynical and more info would be needed but my previous employer stopped the full pay and introduced CCTV within the workplace, this was then used as part of any investigation.
This reduced the time off of work.
Some GP's are willing to sign the IP off as you don't know what the injured person is telling his GP in relation to duties available.
Obviously not every company needs the big stick treatment.
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