Welcome Guest! The IOSH forums are a free resource to both members and non-members. Login or register to use them

Postings made by forum users are personal opinions. IOSH is not responsible for the content or accuracy of any of the information contained in forum postings. Please carefully consider any advice you receive.

Notification

Icon
Error

Options
Go to last post Go to first unread
alan w houghton  
#1 Posted : 10 April 2015 09:36:24(UTC)
Rank: Super forum user
alan w houghton

Following medical screening one of our employers is partially deaf and suffers from breathlessness and has been prescribed to take an inhaler He is also going for a ENT examination As he is working at height this concerns me I have asked him to complete a company medical questionnaire - should we stop him working as he also has high blood pressure and needs to take tablets Advice required please
ashleywillson  
#2 Posted : 10 April 2015 09:48:17(UTC)
Rank: Super forum user
ashleywillson

This looks like another one of the H&S and HR hand in hand jobbies... From my point of view I would be looking at the extent of this. Perhaps obtain a doctors letter putting specific questions to the doctor about this line of work to see get their expert medical opinion. If he needs to climb a lot of ladders then this may cause a problem depending on the severity. I think that this needs these questions from the GP / ENT Consultant. If you are concerned about his safety at work then you may need to suspend him on medical grounds (which will be full pay) while you investigate. If you have risk assessed this and cannot put adequate controls in place, then I would be referring to HR and working with them to investigate (and possibly suspend). Once you have more info, review the risk assessment and see if you can reduce the risk to the employee (through controls or otherwise). If you cant then you may have to consider reasonable adjustments to that employees role. Hope that helps, keep us updated :)
alan w houghton  
#3 Posted : 10 April 2015 10:19:20(UTC)
Rank: Super forum user
alan w houghton

Thanks Ashley
RayRapp  
#4 Posted : 10 April 2015 10:22:31(UTC)
Rank: Super forum user
RayRapp

In the first instance I think you should sit down with the person and have a frank discussion regarding his medical condition. Areas that need to be addressed are potential restrictions, assistance, medication and their effects and so on. This information should be used in conjunction with clinical medical advice in order to make a full assessment of their capabilities. HR will probably need to be kept in the loop as will their line manager - don't jump to any conclusions until you have all the facts.
ashleywillson  
#5 Posted : 10 April 2015 10:27:33(UTC)
Rank: Super forum user
ashleywillson

I think Ray has hit it on the head there (and given a bit more depth than I did in less words!). That discussion plus info from medical experts will form the basis of the risk assessment. From that assessment you will need to decide what action to take.
walker  
#6 Posted : 10 April 2015 11:57:19(UTC)
Rank: Super forum user
walker

Over reaction IMHO, unless the W@H includes abseiling or similar. By all means any venerable worker needs extra consideration in the risk assessment. What controls are in place for the W@H, I would expect they already eliminate reliance on someone's physical well being.
Users browsing this topic
Guest
You cannot post new topics in this forum.
You cannot reply to topics in this forum.
You cannot delete your posts in this forum.
You cannot edit your posts in this forum.
You cannot create polls in this forum.
You cannot vote in polls in this forum.