I understood the legislation to come under the European Employment
Directive. New legislation on age currently under consultation due in force
in DECEMBER 2006. Reaching retirement age may be a fair reason to dismiss,
your HR department should advise him on the employment issues.
Regards
Angela
-----Original Message-----
From: Occupational Health mailing list
[mailto:[log in to unmask]]On Behalf Of Sandy Rawlinson-Wallis
Sent: 05 June 2003 13:16
To: [log in to unmask]
Subject: Re: Turner's syndrome
Can anyone help ?
Last year I went to a study day on discrimination and it was mentioned that
it would soon be law that discrimination re age would be illegal. Anyone
heard if this is the case. I have an employee who works part time but wants
to carry on working after his 65th birthday. He is a music teacher and
teachers claronet. Do you know if he can be presurised into retiring, baring
in mind the govenment are now saying we will all have to work until we are
70.
Sandy
-----Original Message-----
From: Amanda Dowson [mailto:[log in to unmask]]
Sent: 02 June 2003 09:46
To: [log in to unmask]
Subject: Re: Turner's syndrome
Is the "over-anxious in her work & defensive when errors are raised" the
problem, or the errors? Is she cited Turners syndrome as mitigation for her
anxiety and defensiveness?
What I'm trying to get to is - is the problem relating to the communication
with management and anxiety emphasing a smaller problem or is the initial
problem such that even if she was disabled under the Act, there would be no
other option but to dismiss, or can you make any adjustments to help her in
her duties.
Surely the problems you are discussing would have been identified at
interview? Is the real problem that they didnt want to risk turning her down
at interview because fo the DDA and they expected you to do the job for
them.
Amanda Dowson
-----Original Message-----
From: Smith, Dawn [mailto:[log in to unmask]]
Sent: 30 May 2003 11:39
To: [log in to unmask]
Subject: Re: Turner's syndrome
This strike me as similar to the Dyslexia scenarios we often get dragged
into. My view is I don't think it would be your remit to explore educational
difficulties, whether pre employment or during. So unless there are health
issues declared as a result of the Turner's syndrome such as endocrine, or
cardiovascular that would impair their ability to do the job, I don't see
that you would call them in. Maybe the manager should commission an
educational psychologist assessment as it will help guide the manager
towards how he could make reasonable adjustments (it must be DDA?).
Dawn C. Smith
Occupational Health Adviser - Southern
* CTN: 142 3099
* BT: 01424 - 892 666 Ext. 3099
* Mobile: 07836 290 849
* [log in to unmask]
-----Original Message-----
From: Swann, Alan B [mailto:[log in to unmask]]
Sent: 29 May 2003 18:41
To: [log in to unmask]
Subject: Turner's syndrome
Dear all,
I'm being taken to task somewhat by a manager aggrieved that
a new member of
staff who is running into performance difficulties in her
work (a library
'assistant) wasn't 'picked up' by OccHealth at
pre-employment. She is
over-anxious in her work & defensive when errors are raised
with her and has
apparently cited her Turner's Syndrome as the cause. I'm
also trying to work
out how to help both manager & member of staff resolve the
problem
I confess I was ignorant, until doing a bit of Googling
prior to seeing this
person that women with Turner's Syndrome may have
difficulties with
performing mathematical calculations (not relevant to this
job), spatial
recognition & executive functioning. I suppose the latter
two may affect
working relationships through difficulties in recognising &
interpreting
body language.
Has anyone experienced a similar problem before.?
Would you call in for assessment/ enquire further someone
who declares
Turner's Syndrome, but no other health issues declared on
their PE
questionnaire.?
Any other thoughts?
Dr. Alan Swann, BM, AFOM
Director of Occupational Health
Occupational Health Service
Imperial College London
Southside building
South Kensington Campus
London
SW7 1 LU
Tel: +44 (20) 7594 9385
Fax: +44 (20) 7594 9407
http://www.ad.imperial.ac.uk/occ_health/
<http://www.ad.imperial.ac.uk/occ_health/>
Unless expressly stated to the contrary, the views expressed in this email
are not necessarily the views of National Grid Transco plc or any of its
subsidiaries or affiliates (Group Companies), and the Group Companies,
their directors, officers and employees make no representation and accept
no liability for its accuracy or completeness.
This e-mail, and any attachments are strictly confidential and intended for
the addressee(s) only. The content may also contain legal, professional or
other privileged information. If you are not the intended recipient, please
notify the sender immediately and then delete the e-mail and any
attachments. You should not disclose, copy or take any action in reliance
on this transmission. You may report the matter by calling us on + 44(0)
1455897788.
Please ensure you have adequate virus protection before you open or detach
any documents from this transmission. The Group Companies do not accept
any liability for viruses.
An e-mail reply to this address may be subject to monitoring for
operational reasons or lawful business practices.
DISCLAIMER
This e-mail contains proprietary confidential information some or all of
which may be legally privileged and/or subject to the provisions of privacy
legislation. It is intended solely for the addressee. If you are not the
intended recipient, an addressing or transmission error has misdirected this
e-mail; you must not read, use, disclose, copy, print or disseminate the
information contained within this e-mail.
Please notify the author immediately by replying to this e-mail. Any views
expressed in this e-mail are those of the individual sender, except where
the sender specifically states these to be the views of the London Borough
of Redbridge.
This e-mail has been scanned for all viruses and all reasonable precautions
have been taken to ensure that no viruses are present. The London Borough of
Redbridge cannot accept responsibility for any loss or damage arising from
the use of this e-mail or attachments.
|