When a new HR manager became involved in Jim’s case, the firm tried to engage a rehabilitation provider but Jim was unwilling to work with them, preferring direct communication with his employer. He did give the firm permission to talk to his treating doctor but she was reluctant to give the firm any information. Jim continued to have problems, taking time off then returning to work, only to take more time off.
Jim has not been at work for the last few months. He now has a new treating doctor who is prepared to give the firm more information and considers that Jim is unable to work and that this may continue for some time.
Because Jim’s firm has salary continuance insurance Jim continues to receive a part of his salary while he is absent. His manager is happy for Jim to continue his leave of absence for the time being. The HR manager would prefer to take a more proactive approach and is now working with the supervisor to implement this.
*not his real name
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