The Suffolk Fire Experience - Doc 324 Suffolk Juvenile Firesetters Scheme
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REPORT OF INVESTIGATION
8. MMEDICAL
8.1 On 14th September 1998, Wigglesworth submitted a written request to reduce his rank; this request was made he said to mitigate the effect of abuse by DCFO Smith. Wigglesworth felt that junior officer responsibilities left him vulnerable to further negative intent by management.
8.2 The request for a reduction in rank was immediately sent By ADO Saward to Headquarters for the attention of DCFO Smith. In response DCFO Smith ordered Wigglesworth to submit himself for immediate psychological assessment. The next day Wigglesworth was, without notice, ordered to an examination by Doctor David Deacon, Occupational Health Physician. Wigglesworth said he was astounded by this act and the speed at which it took place. He said that it was so fast that the Doctor had not had the time to retrieve his records for reference during the consultation. In addition it seemed that the Doctor was somewhat puzzled and confused as to exactly what his remit was. Wigglesworth said the only logical explanation was that it was another act of retaliation by DCFO Smith.
8.3 Wigglesworth said that it was completely unacceptable that DCFO Smith had acted in so a way. It was blatantly obvious that he had stepped over the mark of reasonable behaviour by entering into personal discussions of medical confidentiality with Doctor Deacon and also instructed the Doctor on how to undertake medical assessments. Wigglesworth said all medical referrals are specifically the responsibility of the Human Resources Department.
8.4 DCFO Smith said the speed of referral was not out of the ordinary and specifically to ensure the brigade carried out its duty of care to Wigglesworth. In consequence, the DCFO felt it was good management practice. The Human Resource Manager said the quick appointment came about because a block booking of examinations by the Doctor had been made well in advance, and there were some vacant slots. So, as Wigglesworth had a medical issue it was commonsense to send him to the first available consultation.
8.5 DCFO Smith said it was preposterous to suggest he had breeched medical confidentiality. In the first instance the situation is one of occupational health and the Doctor is employed to report to the Fire Service. Secondly, The DCFO felt his action in discussing the Wigglesworth problem with Doctor Deacon was good management practice. It ensures that the Doctor is fully aware of the circumstances. DCFO smith said as far as he is aware there has been no objection verbally or in writing by the Doctor. The DCFO also said that the practice of speaking to the Doctor in the Occupational Health Department is common throughout other Council Departments.
8.6 Whilst Wigglesworth regards the instant referral and involvement of DCFO Smith disturbing, irregular and a sign of harassment I found the explanations acceptable. In consequence, DCFO Smith followed an acceptable set of procedures in ordering Wigglesworth to attend for the medical.
REPORT OF INVESTIGATION
8. MMEDICAL
8.1 On 14th September 1998, Wigglesworth submitted a written request to reduce his rank; this request was made he said to mitigate the effect of abuse by DCFO Smith. Wigglesworth felt that junior officer responsibilities left him vulnerable to further negative intent by management.
8.2 The request for a reduction in rank was immediately sent By ADO Saward to Headquarters for the attention of DCFO Smith. In response DCFO Smith ordered Wigglesworth to submit himself for immediate psychological assessment. The next day Wigglesworth was, without notice, ordered to an examination by Doctor David Deacon, Occupational Health Physician. Wigglesworth said he was astounded by this act and the speed at which it took place. He said that it was so fast that the Doctor had not had the time to retrieve his records for reference during the consultation. In addition it seemed that the Doctor was somewhat puzzled and confused as to exactly what his remit was. Wigglesworth said the only logical explanation was that it was another act of retaliation by DCFO Smith.
8.3 Wigglesworth said that it was completely unacceptable that DCFO Smith had acted in so a way. It was blatantly obvious that he had stepped over the mark of reasonable behaviour by entering into personal discussions of medical confidentiality with Doctor Deacon and also instructed the Doctor on how to undertake medical assessments. Wigglesworth said all medical referrals are specifically the responsibility of the Human Resources Department.
8.4 DCFO Smith said the speed of referral was not out of the ordinary and specifically to ensure the brigade carried out its duty of care to Wigglesworth. In consequence, the DCFO felt it was good management practice. The Human Resource Manager said the quick appointment came about because a block booking of examinations by the Doctor had been made well in advance, and there were some vacant slots. So, as Wigglesworth had a medical issue it was commonsense to send him to the first available consultation.
8.5 DCFO Smith said it was preposterous to suggest he had breeched medical confidentiality. In the first instance the situation is one of occupational health and the Doctor is employed to report to the Fire Service. Secondly, The DCFO felt his action in discussing the Wigglesworth problem with Doctor Deacon was good management practice. It ensures that the Doctor is fully aware of the circumstances. DCFO smith said as far as he is aware there has been no objection verbally or in writing by the Doctor. The DCFO also said that the practice of speaking to the Doctor in the Occupational Health Department is common throughout other Council Departments.
8.6 Whilst Wigglesworth regards the instant referral and involvement of DCFO Smith disturbing, irregular and a sign of harassment I found the explanations acceptable. In consequence, DCFO Smith followed an acceptable set of procedures in ordering Wigglesworth to attend for the medical.
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