Rank: New forum user 
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Our Occ Health have decided on a phased return to work for one of our designers with MSD issues..
Initially 2 hours per day and he has had a breif by Occ Health on do's and donts. As he is designated a DSE user at work and I see no reason to change this status for his return to work program.
However, at present we do not supply anything more than a laptop for the individual and Im not content we are doing enough. As he isnt a home worker to go into his home to conduct a DSE RA in itself opens a can of worms in that we can control his posture etc as he can use any chair etc etc.
Is there a reference/case law I can refer to to get buy in (pardon the pun) from management to either facilitate correct worksation or recognise that we may not allow him to work with DSE at home.
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Rank: Forum user
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Is the working at home going to be a regular occurence or is it as and when he wants to use his laptop? I would go down the route of issuing a DSE self assessment for the user to fill out on his home work station, if you provide the assessment, provide information, provide equipment and maintain equipment, offer him an eye test and review the assessment he provides, then I think you have taken enough steps as an employer. You could run through the DSE assessment with him at work to make sure he is aware of how he should be sitting at home etc. and if you wanted even more peace of mind, request photos of the workstation. I do not see there is any precedence set for a DSE assessor to visit an employee and there is definately no requirement for an employer to provide any equipment for a workstation at home beyond the laptop.
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Rank: New forum user
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Originally Posted by: fhunter  Is the working at home going to be a regular occurence or is it as and when he wants to use his laptop? I would go down the route of issuing a DSE self assessment for the user to fill out on his home work station, if you provide the assessment, provide information, provide equipment and maintain equipment, offer him an eye test and review the assessment he provides, then I think you have taken enough steps as an employer. You could run through the DSE assessment with him at work to make sure he is aware of how he should be sitting at home etc. and if you wanted even more peace of mind, request photos of the workstation. I do not see there is any precedence set for a DSE assessor to visit an employee and there is definately no requirement for an employer to provide any equipment for a workstation at home beyond the laptop.
The person in question is off work with a MSD and as such we are concerned that incorrect items (chair) will not help his recovery. He is on a staged return and starting at 2 hours per day on his IT equipment - hence DSE RA. We have a policy for permanent workers from home and it does require a full DSE RA with visit and items required by RA Supplied by the company - but it doesnt cover theis scenario.
My advice, as it stands, is to challenge if he is fit as if he can walk about the home we should get him in the office where we can monitor and assist. If howevr, they want to ignore this and go down the line of home working I want to get it right - without using a sledgehammer to knock a panel pin in
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Rank: New forum user
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Hi, I work for an organisation that operates agile working for some staff, myself included. This means that I am issued with a laptop and encouraged to work wherever I find myself however, if I am going to be working from my laptop for a period of more than a couple of hours continuously, I would be expected to 'dock' onto a separate keyboard, mouse and screen if in the office or, if at home, I would use a portable laptop stand to enable my laptop to become the 'screen' and then plug in a usb keyboard and mouse allowing a more neutral seating position to be maintained.
As GriffinSL says, I would be tempted to try and get him in the office but if this is not possible, I would make sure as a minimum that the colleague has facility to dock and if he needs a chair, lend one to facilitate a neutral, comfortable seating position. I would also ask for a workstyle agreement and self assessment and any recommendations for reasonable adjustments that his physio/GP/Consultant might have, such as a ball seat.
There have been occasions where I have visited colleagues homes as managers have been cautious about colleagues working from home as ultimately, they want the colleague well and back in work and not have their condition exacerbated because they are working in conditions that would not be tolorated in their office environment. This doesn't always happen and can often be resolved with a discussion with the colleague and manager - much depends on the individual and their circumstances.
Edited by user 31 January 2017 07:18:07(UTC)
| Reason: spelling - it is early!!!
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Rank: Super forum user 
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You could consider engaging an ergonomist via CIEHF
http://www.ergonomics.org.uk/consultants-directory/
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 1 user thanked WatsonD for this useful post.
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Rank: Forum user
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The working at home can be covered by a good DSE self assessment. But before this person came back to work I would be arranging an Occy Health rep to come in to assess the workstation with the employee. I have literally just done this and we also covered the car to make sure that the employee was correctly adjusted.
We have a big part to play in this but so does the employee. If we provide them with good info and support then the sooner they will be back full time with a smile. This isnt all about new chairs or fancy gadgets. Its about understanding the needs of those affected and both sides making adjustments. A phased return is a great way of gradually introducing someone back into the workplace. But whilst they are at home resist the temptation to micro manage and control.
Clearly demonstrate that you are doing all you can to support and encourage. But hold the employee to their agreed commitments eg: regular breaks, saying if they are in discomfort, eating away from the desk etc...
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Rank: Forum user
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I am confused as to why your personal occupational health consultant wouldn't provide you with such details as to aid recovery?. Maybe it's worth dropping them a line to ask for clarification?
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Rank: Super forum user 
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Whils it doesn't cost your occ. health provider a penny to make these "recommendations" it obviously places a significant burden on the employer.
If he/she's mobile, get them in to the workplace - I'm sure they could make a contribution of some sort? Ask the Occ.Health provider WHY there is a recommendation for limit of time at work, or use of DSE.
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