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<blockquote data-quote="AndBreathe" data-source="post: 511690" data-attributes="member: 88961"><p>So are these absence specific objectives, based on some sort of rehabilitation plan, following you having your pump?</p><p></p><p>Do you have occupational health in your organisation, or even better still, do you have a company private medical scheme? It would be good to have some specialist input from "their" side. HR are all very well (sorry any HR people reading this), but to be honest, I think you need specialised people reviewing a specialist issue.</p><p></p><p>What is your line manager doing to facilitate in all of this? Most managers with any gravitas and clout can significantly influence the outcome of these situations. For a good performer, I would expect a significant amount of discretion. Do you have regular 1:1 meetings with your manager where you could formally or informally bring this up? (Although I imagine you would have already.)</p></blockquote><p></p>
[QUOTE="AndBreathe, post: 511690, member: 88961"] So are these absence specific objectives, based on some sort of rehabilitation plan, following you having your pump? Do you have occupational health in your organisation, or even better still, do you have a company private medical scheme? It would be good to have some specialist input from "their" side. HR are all very well (sorry any HR people reading this), but to be honest, I think you need specialised people reviewing a specialist issue. What is your line manager doing to facilitate in all of this? Most managers with any gravitas and clout can significantly influence the outcome of these situations. For a good performer, I would expect a significant amount of discretion. Do you have regular 1:1 meetings with your manager where you could formally or informally bring this up? (Although I imagine you would have already.) [/QUOTE]
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