Getting back to work . HGV medical requirements.

[Getbacktonormal]

Hi , after suffering angina and meds not working I finally had a stent fitted in my Ramus artery. It was right on the junction so it was a tricky procedure, it's was attempted with just balloon and then a cutting balloon and my artery collapsed 3 times when the wire was pulled . Finally a stent was inserted. This was 23rd December. It took me until this week to get over stent stretch and chest pain. I still have slight angina pain but very infrequent. I was reviewed by the company doctor and as I wasn't completely clear of angina it was deemed I am not fit to return next week. The doctor as stated that with potential increase in my activity ( it's a very busy role and very demanding)for the risk of a heart attack. I requested this was removed before this was sent to my employer as there is no evidence to suggest.As part of my job running a chemical production facility I need to drive a fork lift truck. According to my employer and HSE I need to pass group 2 medical standard to drive an FLT if had a PCI. This requires being free of angina for 6 weeks and an exercise stress test and possibly further tests. I have had an exercise stress test but it was stopped early as it was positive. Does anyone have any experience of going through this and can over any advice to pass. I know I can't fool an ECG but is there anything I can do to help. My cardiologist has said I could return to work if I felt ok and I feel 90% there. I will see cardiologist again on 6th February but company doctor wants a report from him and won't allow me back even if I dont drive FLT. Very frustrated by this and will have to go on reduced pay which adds to the stress. Thanks

[RufusScamp]

This is such a difficult situation. The rules about when you can return to work are mainly there to protect you, but it is hard to know what is the best course of action. The financial aspect is especially worrying, when you don't need any extra stress.

I hopesomeone can offer you some helpful advice.

[Getbacktonormal in reply to RufusScamp]

Thanks for taking the time to reply 👌

[Getbacktonormal]

Many thanks for replying. I think the company are adopting HSE guidance as it does involve toxic and explosive (given the right conditions) . I have looked at the document and as you say I would agree it could indicate under the equality act 2010 it could be see a discrimination. The thing that annoys me most is that Occ health must have known that (1) if I had any angina symptoms they would no let me return and (2) they knew I couldn't drive an FLT for at least 6 weeks and pass further tests that they could have organised in advance. Given that the PCI was elective ( I was advised I could leave it but then it might be an emergency procedure) that it now appears I would not have had a choice in order to meet the company requirements to keep my job. I am going to email our site director and outline my concerns about the way this has been conducted.

[Getbacktonormal]

Thanks again. Very valid points. Especially as most of our toxic chemical arrive by iso tanker ,flt movements are only required when these are empty and the last part needs discharging to a bulk container and moved by FLT. Problem is I work alone but other shifts or workers could carry out those duties. I don't see why I can't return to work with the exception of moving toxic materials. Early days yet but I am going to suggest to management a return with some restrictions. My angina has been about once every 3 days on exertion usually walking uphill.

Many thanks for your help.

[Getbacktonormal]

Will do. Thanks

[Prada47 in reply to Getbacktonormal]

Hello Just to say you have been given some very very good advice. You are treading a very difficult path between Company, HSE,DVLA.

Only thing I can offer from my Industrial days are.

Should something go wrong would every one of you be able to stand in the Dock and Defend the Decisions you have taken ??

Just to say after a Heart Attack I was prevented from returning to my job by rules from the UK Offshore Operators Association not HSE . My boss just said don't worry your career will just follow a different path and it did for another 40 years !! Have you approached your employer for a different route back maybe stock control etc ?

You don't day how old you are is that an obstacle to re training

Regards

[Getbacktonormal in reply to Prada47]

Hi thanks yes it's all good advice. It's early days yet so I need to approach management but shortly I will go onto reduced pay due to time off already. I understand what you say about in the dock and that discussion would have to happen but ultimately that falls on management. I am 51 years old a change in career would result in a large unmanageable cut in salary so I want to avoid that at all costs as long as not detrimental to my health.

[Prada47 in reply to Getbacktonormal]

Hi

That's sound advice you have given yourself, I do wish you well. Let us know the outcome. .

Regards

[fishonabike]

i am sorry to hear that you are in this position. This is going to be difficult for you and I fear that you may have some very difficult decisions to make.

It is completely normal and understandable that you want to get back to work. Your company also wants you and your skills back. BUT, the job involves risks to you, your colleagues and your employers, so it is understandable that your employers are being very cautious.

I can't suggest anything concerning your issues with the driving but is it possible to negotiate a return in stages, undertaking lighter duties initially until you are able to resume your full role? You clearly have experience and skills which are needed and your employers should value these

Also, and you probably won't want to hear this but.........while you are working your way through the regulations and requirements you might also need to be thinking about the longer term picture: do you really want to be going back to a job where your employers are clearly ambivalent about your suitability to perform the necessary tasks? it sounds as though the job puts you under considerable pressure and you would be closely monitored on your return - i have been in a similar situation, with a non-cardiac condition and it led to a relapse and eventually early retirement on grounds of ill health. Sometimes the pressure is too damaging. It might be a good time to review you long-term options???

I wish you a successful outcome and a long healthy future.

[Getbacktonormal in reply to fishonabike]

Thanks for your reply. Yes it is quite a high pressure job and if it was such a niche role then yes I would consider a career move. I have a family as well as myself to consider. If I can't do the job I will put my hands up and admit it. I am not much good to anyone if I am not here. I just need the company to adopt a sensible attitude that's all rather listen to over cautious Occupational health. I don't have a problem with extra medical tests as long as all options are explored to keep me in my role and to work around if I should fail these. Thanks

[Hidden]

When I read your original post I considered that you are currently not yet fully recovered to fulfil your all of your duties. So whilst the company doctor is there to protect the company's interests, there are also legal requirements to consider and importantly your own well being, and that complete picture is why you have not been signed off. In my view the pragmatic approach is to go and talk to your employer and discuss a return to work with reduced duties whilst you continue to recover, as others have suggested, and whilst that may present them with continuing problems regarding FLT movements it is something that they are presumably managing at present whilst you are not in attendance, and something that is managed when you are on holiday. But overall a reduced duty return to work for the time being would seem to me to be a win-win for both you and your employer. However I would certainly not recommend you go down the discrimination route at the present time, its far too early to start that ball rolling, and may not even apply, and in any case may only unnecessarily sour your relationship with your employer, although you may need to keep that in mind should things not work out for you long term.

[Getbacktonormal in reply to Hidden]

Thanks for your reply. I am ready to go back , think the bit in my post about exercise stress test is not written correctly , this was a historical test to determine the problem. I was approach my employer and I am sure we can have some meaningful dialogue and I am sure they will sort short term, it's the long term if I don't pass the exercise stress test. I was looking for some guidance on how easy it is to pass and what sort of fitness level is needed. Yes someone is covering my role at the moment but this can't be sustained from a financial stance by the company. I don't have any intention going down discrimination route unless I hit a brick wall.

[Hidden in reply to Getbacktonormal]

As noted in occasional posts that crop up on here UK law requires that employers must make reasonable efforts to accommodate an employee's limitations brought about by health issues. However each employee and their job are different and each employer has a different capability of providing reasonable steps for an employee, and so there is no one size fits all and no precise definition of 'reasonable' only interpretation of the relevant legislation and subsequent case law. My take on your circumstances is that there will be enough wriggle room for you to return to work in some capacity, but longer term is something to consider later as your circumstances unfold and with it your employer's ability absorb your new circumstances. So at the present I personally would not get too concerned about long term issues but be mindful of them, bearing in mind in a few weeks time you might be fully recovered. As to the current additional financial load that your company is experiencing due to your absence, that, I'm afraid, happens to all employers at some point in situations like this, but I accept that long term is may affect your employers ability to continue to reasonably accommodate your reduced capability should that arise, and that applies to all such cases like this.