Being asked to track my working hours after OH referral..

[Squirrel_enthusiast]

Hi everyone.

Wondering if anyone can advise. I was diagnosed with B12 deficiency a few years ago and have been getting injections every 8 weeks since then. I moved house a few months ago and due to changing GPs, I let the injections slide and didn't get one for over 3 months. This, coupled with low iron due to losing a lot of blood after some medical treatment, meant that I was feeling quite unwell and had to take a few days off work.

I was advised by my Line Manager to speak to Occupational Health about my illness and how it may affect me, so I organised an appointment. The report from the OH Consultant stated that I was fit to work, however recommended flexi-time as a reasoanble adjustment, nothing that 'careful monitoring of flexi-time should be ensured' to avoid presenteeism.

My Line Manager is now asking for me to make a spreadsheet to log my working hours every day; however, as an organisation they don't 'do' flexible working (confusing!)

There are a couple of things that bother me about this; it is clear that my LM is trying to cover themselves by asking me to log my hours, but at the expense of my time. I have said that it is unlikely I will feel unwell often, and, as I have a young child to look after in he evening, it is unlikely that I would have the time to even carry out much work after the normal working day. I have suggested simply letting them know if I need an extended break when I am feeling unwell, but they have said no to this.

I have told them that I am not going to log my hours, and will set up a meeting with HR to discuss it. I'm just wondering if anyone has had experience of their workplace/HR intervening in this way, and any advice?!

[Star13]

So have I got this right, have they refused any reasonable adjustments what so ever?

Your employer can refuse flexible working but they must provide other reasonable adjustments that can suit both parties.

I’d stop communicating with your Manager. Take notes of anything that is said to you. Do you have a work place union and are you a member? If you do and your not, join it and ask for a meeting with HR and take the union rep with you. Take the OH report with you because they will look silly if not following its advice.

If no union then take a trusted and loyal work place colleague to take notes for you. Also ask them to calmly step in and ask for a break in the meeting if they see that you are becoming upset of agitated. They can’t speak for you at the meeting though.

From now on you must document everything.

Workout what you think would be a good schedule for you based on your worst days and then perhaps average it over the week if you think you can cope on worse days against better days. That might mean taking longer breaks during the day or starting or finishing earlier on some days.

What about working from home? Could you do your full day if you didn’t have a commute to contend with on say one or two days a week. Remember not to under estimate this now because if things get worse it will be harder to change later. Much better to have it the other way around if things improve for you later.

Make a plan, then anticipate what their arguments might be so you can counter.

I hope things work out for you.

[Squirrel_enthusiast in reply to Star13]

Thank you. I’m not part of a union but am considering it.

I will definitely start logging things as over the two meetings I’ve had with my line manager (and their line manager!) I’ve come out with completely ideas of what’s expected of me.

[Nackapan]

It's tricky and confusing when you are ill.Have you looked at your sickness allowance.

Have you a Union rep.

My daughter had s terrible time and in Hindsight woujd probably have been better to take time off sick earlier rather than waiting to literally crash.

Every employer have a different process.

My daughter was a teacher . Like many jobs that can't facilitate flexi working .

They were obliged to put other things in place though.

All the recording is exhausting.

HR should support you snd create a plan.

Also know your rights .

They of course all differ depending on your employer .

Making reasonable adjustments can be interpreted in many ways.

Also there are alot of clauses .

Also you have to be aware of the term.

Fit for purpose.

I.e at the end if the day can you fulfil your role.

Or in a determined time get back to being able to do so .

Don't make yourself more ill.

Evaluate your options.

Get help sorting this out .

Citizens Advice can help.

[WIZARD6787]

Seems to me from far far away that the HR department is thinking in terms of how your illness affects them and is not really about how it affects you. That is not unusual in my experience.

[Squirrel_enthusiast in reply to WIZARD6787]

Yes I think this is it. There was no conversation about how my illness affects me; it was just ‘you must do this’ once they’d received the OH report. Almost like they’re jumping to cover their backs rather than taking the time to consider the individual adjustments required…

[Sleepybunny]

Hi,

Are you a union member?

Might be worth joining if not already a member and ask their advice.

I agree with Star13 about keeping a written record.

Are you a PAS (Pernicious Anaemia Society) member?

PAS membership is separate to membership of this forum.

pernicious-anaemia-society....

pernicious-anaemia-society....

I know in past they have supported PAS members with employment issues and I think they still do this.

[KBird01]

It may be difficult for you to get union advice straight after joining for a pre-existing issue. Most times you have to wait a few weeks.Try phoning acas for legal advice. It's completely free and confidential. They will give you the legal info and advise on your position and what your next steps are.