An interesting HR conundrum how does your organisation deal with employees who attend unfit for work.
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I used to think 'fit for work' notes, placing an employee on light duties if they are not fit enough to do their usual job was a good thing. However, it has led to other problems in the work place as other employees consider the person who is on light duties to be shirking from work. Thus causing morale problems with other employees.
The issue I have, is that I made reasonable adjustment early on and now I am having to go through Occupation Therapist to deem this particular person unfit to do the role they were employed to do.
In future, I will call OT as soon as I see a potential problem as the fact that I've already made reasonable adjustment seems to have no bearing legally, unless OT verify all reasonable adjustment has been made. Even though I have sought permission and obtained medical records from this employees doctor I have been advised by Employment Law Solicitors that in order to have no potential come back on the company I must follow the OT route.
The employee has taken considerable time off with back problems and because it has dragged on for over 12 months I am informed that potentially he could be classed as disabled and bring a claim against the company for discrimination against a disabled person, if this case isn't handled correctly.