The Medical Capability Hearing will be conducted by the Meeting Officer. The purpose of the Medical Capability Hearing is to consider the viability of the employee's continuing employment with the school. The employee should be given written notification of the meeting giving 5 working days’ notice. The Meeting Officer will consider dismissal on the grounds of medical capability where having considered any medical advice and any representations by the employee the Meeting Officer reasonably believes that: the employee is permanently unfit to work. they are unable to reasonably determine when the employee will be able to return to work or to provide regular and efficient service. the employee is unlikely to be able to provide a reliable and efficient service. In the event that an employee has failed to attend appointments with Occupational Health and therefore there is no medical evidence to consider, the Meeting Officer may make a decision based on the information presented at the Hearing. The employee has the right to be accompanied at the Medical Capability Hearing by a colleague or a trade union representative. Any documentation that the employee wishes the Meeting Officer to consider should be submitted at least 2 working days prior to the Hearing. In certain situations whereby medical evidence from an employee is in conflict with the medical evidence from Occupational Health, the school may decide to obtain a further medical report or may prefer either report. Where an employee fails to attend the Medical Capability Hearing, the hearing may go ahead in their absence. If the Meeting Officer decides to terminate the employee’s employment on the grounds of Medical Capability, the employee will be informed of the Meeting Officer’s decision to dismiss in writing and the employee will be informed of their right of appeal. Appeals Any appeal arising as result of a Medical Capability Dismissal must be made in writing within 10 working days of receipt of the outcome of the hearing. If the employee submits an appeal, he/she will be invited to an Appeal Hearing where their case will be heard. Both the employee and the school may wish to provide additional medical information for consideration at the Appeal Hearing. The outcome of the Appeal Hearing will be confirmed in writing to the employee. There is no further level of appeal. Redeployment
The Medical Capability Hearing will be conducted by the Meeting Officer. The purpose of the Medical Capability Hearing is to consider the viability of the employee's continuing employment with the school. The employee should be given written notification of the meeting giving 5 working days’ notice. The Meeting Officer will consider dismissal on the grounds of medical capability where having considered any medical advice and any representations by the employee the Meeting Officer reasonably believes that: the employee is permanently unfit to work. they are unable to reasonably determine when the employee will be able to return to work or to provide regular and efficient service. the employee is unlikely to be able to provide a reliable and efficient service. In the event that an employee has failed to attend appointments with Occupational Health and therefore there is no medical evidence to consider, the Meeting Officer may make a decision based on the information presented at the Hearing. The employee has the right to be accompanied at the Medical Capability Hearing by a colleague or a trade union representative. Any documentation that the employee wishes the Meeting Officer to consider should be submitted at least 2 working days prior to the Hearing. In certain situations whereby medical evidence from an employee is in conflict with the medical evidence from Occupational Health, the school may decide to obtain a further medical report or may prefer either report. Where an employee fails to attend the Medical Capability Hearing, the hearing may go ahead in their absence. If the Meeting Officer decides to terminate the employee’s employment on the grounds of Medical Capability, the employee will be informed of the Meeting Officer’s decision to dismiss in writing and the employee will be informed of their right of appeal. Appeals Any appeal arising as result of a Medical Capability Dismissal must be made in writing within 10 working days of receipt of the outcome of the hearing. If the employee submits an appeal, he/she will be invited to an Appeal Hearing where their case will be heard. Both the employee and the school may wish to provide additional medical information for consideration at the Appeal Hearing. The outcome of the Appeal Hearing will be confirmed in writing to the employee. There is no further level of appeal. Redeployment