Case Studies

Case Studies

Number 1

Issue

A client requested that we undertake an assessment of an employee who has been on long-term sickness due to stress, with their employees consent and provide advice to the Organisation. The employee was employed in an administrative role within an open plan office, looking after several managers administrative needs which at times could be pressurized.

The process:

  • The organisation completed a manager’s referral that details their understanding of the employees long term sickness
  • The employee consents to the managers referral
  • Workare meet with the employee to explore the situation in a confidential setting
    • For this particular employee their personal circumstances were quite tough, being stressed and worried because their partner had been unwell and at times unable to move physically or work and therefore unpaid.  The partner was hoping for Physiotherapy to commence soon.
    • The whole episode has been very frustrating and stressful for the employee and had said that they needed to be home because the partner was immobile for a time.
    • The emotional pressure had been considerable and although they had been offered medication they had declined. And did not find counselling very helpful.
    • The employee wanted to return to work and agreed that a phased return would be ideal.
  • We then provide Occupational Health Opinion to specific questions such as:
    • Are there work related issues that may have contributed to the employee’s current problems?
    • Is the employee likely to attend work in the future?
    • Are there any adjustments/adaptations required in order to assist a return to full duties of the role? If yes will these be permanent or temporary?
  • We address the appropriate Legal Requirements as set out in the Equality Act

Outcome

Finally as experts in our field we suggested solutions for the employee and employer which were accepted by both parties. The employee returned back to work part time in the first month, before gradually working full time when the partner was better.

Number 2

We were contacted a few months ago by a small construction company that was starting work for a major Contractor. The work involved working in tunnelling in remote areas in the Welsh countryside and was on a deadline. On arrival on site the subcontractor was asked by the project engineer for the main contractor for fitness certificates for their employees. This was somewhat of a surprise for the subcontractor who knew nothing about this requirement.

They were told that they would not be allowed on site until the Safety Critical medicals had been carried out and certificates of fitness issued for all those who were planning to work in the tunnels.

This was quite a dilemma for the small company as they had never come across this before and didn’t know where to go for assistance.

Fortunately the project engineer had previously used Workare for Height Worker Safety Critical medicals when they were constructing a major office block in Cardiff, and he gave the subcontractor our details.  We had a telephone call asking if we could assist and respond quickly as there were 6 personnel that needed the medical. At Workare we are used to these last minute calls and are flexible in our service delivery so we “doubled up” at our Consulting rooms and managed to carry out the medical assessments within two days of the request.

The subcontractor was happy as was the main contractors and the time lost on the job was quickly made up.

We are finding that Main Contractors are demanding fitness certificates as they could be considered vicariously liable if the employ someone that is not fit to do the job and something happens. Always make sure that you use a SEQOHS Accredited OH Company for your Safety Critical medicals

More case studies coming soon.