When we do pre-employment's we try and keep it job specific. I.e. based on
the risks and requirements of the job. I find that in many cases it is not
always a case of declaring them unfit, but declaring them fit with
restrictions.
An example a colleague had recently where they did a pre-employment for a
welder. It emerged the prospective employee had Hand-Arm Vibration Syndrome
(HAVS). The use of hand held power tools was part of the job. Their advice
to HR was the individual was fit with restrictions: should not use hand held
power tools. It was then up to HR to make the decision whether they were
able to modify the job (in keeping with the DDA)
Craig
**********************************************************************
The statements and opinions expressed in this message are those of the author
and do not necessarily reflect those of the company. The company does not take
any responsibility for the views of the author.
This email and any files transmitted with it are confidential and
intended solely for the use of the individual or entity to whom they
are addressed. If you have received this email in error please notify
the system manager.
This footnote also confirms that this email message has been swept
for the presence of computer viruses.
**********************************************************************
|