meet with the employee concerned. This initial meeting shall normally take place within ten weeks of the commencement of the sickness absence.
7.2.2  The purpose of this initial meeting is to discuss
          a)     the employee's current state of health;
          b)     the likely duration of the sickness absence; and
          c)     the employee's expectations concerning his/her future fitness to return to work.
7.2.3 Following the meeting the substance of the discussion should be confirmed in writing to the employee by the relevant officer.
7.3     Medical Referral
7.3.1 Following this meeting, the Line Manager or other appropriate Officer following consultation with the Head of Personnel may determine that the employee should be required to submit to an examination by the Council's Occupational Health Physician. At this stage the employee will be asked to sign the appropriate Access to Medical Records consent form. Where this is the case the employee shall be informed in writing of this requirement and the reason(s) for the examination.
7.3.2 The Personnel Division shall provide the Occupational Health Physician with relevant details concerning the employee including:-
         a)     the employee's sickness absence record;
         b)     a summary of the employee's main duties, and
         c)     any information provided by the employee.
         The Personnel Division shall request the Occupational Health Physician's opinion on issues raised by the employee's absence, e.g. the likely duration of the current absence, the possibility of a recurrence of the illness, whether it is or is not work related, whether the employee is permanently unfit for his/her duties, the nature of any possible alternative employment etc. A copy of the referral form shall be forwarded to the employee.
7.3.3 Where the Occupational Health Physician considers that the employee is permanently unfit to carry out the duties of his/her post an appropriate officer or officers of the employing department and the Personnel Division she meet with the employee to inform him/her of this opinion. Reasonable steps shall be taken to find alternative employment for such employees. Where no suitable alternative employment can be found from current vacancies, the employee shall be informed that his/her services will be terminated on grounds of capability due to permanent ill-health.
7.3.4 Where the employee provides written evidence that his/her GP or specialist disagrees with the Occupational Health Physician's opinion, the case shall be reviewed and, further independent medical opinion obtained on which a final decision should be based.
7.4     Employee Returning to Work
7.4.1Where the Occupational Health Physician considers that the employee is not permanently unfit, the employing department should continue to monitor the situation.