Incorrect Occupational Health Report

[NaToth]

I was referred to Occupational Health after I was diagnosed with vasospastic angina and had an attack at work.

I've now received a report which bears no resemblance to the conversation I had with the assessor. For example, in our meeting, she offered me counselling. This is not mentioned in the report. What is clear is that she completely misunderstood the condition and the fact that it is lifelong and incurable.

There is no mention of the specific reason I was referred, although it was discussed at some length in the meeting.

One particular part of my role that, on my consultant's advice, I must no longer do, and which we discussed, is not mentioned at all, so this report is, overall, prejudicial to me.

Do I take this up with HR, who referred me, or with OH direct?

Thanks

I would email o.h. and h.r, have they sent a copy to anyone else.

If they have just sent it to you, deal just with oh, if its gone to hr too maybe cc hr in. Normally employee can preview it first to make corrections.

It's already gone to HR, who have not been in touch with me. I had to fight to hold it back from my line+manager until I had seen it. Glad I did now.

I'll send a joint e mail in the morning.

Thanks.

It is seriously poor practice not to have given you the report first to ensure you agree with it before wider circulation (even to HR, who could have shared it with your line manager without your explicit permission). This is an observation worth keeping in your back pocket in case you feel the pressure is ramping up on you later down the line.

For now, email the list of corrections of the inaccuracies and misinterpretations, so it is captured in writing including the date of the meeting, and ask that the corrections are made and the new report resent to you for final approval and release.

One particular part of my role that, on my consultant's advice, I must no longer do, and which we discussed, is not mentioned at all, so this report is, overall, prejudicial to me

Is this part of your role a crucial one - such that by taking it away it significantly diminishes the purpose of your employment? When you discussed this activity, what was the reaction if the assessor as to your consultant's advice, ie was there any suggestion that it could be modified as a reasonable adjustment rather than take it away completely? Your consultant may not have taken on board that by removing the activity it could jeopardise your employment.

This is why our OH provider writes/dictates the report while you're at the consultation.

You could ask for the notes she made at interview to be made available to you, otherwise it's your word against hers.

Thanks all.

That part of my role is not crucial and it's easily resolved. However, it won't be if it's not in the report.

I asked for it not to be released to my line manager until I'd seen it. There was a bit of a hoo ha about this. The assessor was very unhappy, but I'm glad I did now.

There is no mention of my condition being treatable to a degree, but basically lifelong and incurable and the section where it asks if the condition could come within the definition of a disability under the Equality Act is left blank.

At our OH there's 24 hours for employee to review first before being sent to HR if employee wishes.

I've now spoken to HR and sent them a full list of the errors and omissions. They have to,d me they will take it up with OH.

Interestingly, a colleague who was also referred about the same time, but who saw a different assessor, has exactly the same problem. I think we need to change our supplier!

Ten minutes after I broke for Christmas, I received an e mail direct from the OH assessor I saw. I am too stressed to open it. Don't want to spoil my break. However, I was awake for hours in the night with chest pains.

The irony of this does not escape me, but surely, if HR contacted them, they should reply to HR, not to me?

Mmm I would need to or en it and a stent reply now. Then forget tomorrow.

I went back to work after Christmas, but only did one day before I came down with flu and I'm still off. However, I have now read the e mail, which is the biggest load of nonsense, honestly. The matters that are missing from the report,like the recommendations, and the referral to counselling, are things that apparently wouldn't go in the report anyway because they are confidential! The final sentence of the e mail says that she has copied my line manager. I really hope she hasn't, because I have not given my consent to this!

I've asked HR for a meeting.