If one outcome is that someone may be denied employment, I think this
should be on clear evidence-based grounds, with advice from a specialist
in the field. As well as being only fair to the individual, it protects
the employer from litigation. Kate
>>> [log in to unmask] 10/07/03 18:01:54 >>>
It's more an issue of whether it is reasonably practicable for an
employer
to accommodate any adjustments/special arrangements. It's important to
make
a thorough assessment of whether the DDA applies.
In my experience, on a handful of applicants were rejected for
employment by
the OHS from many thousands at the council where I worked, but unless
the
DDA applied, some adjustments were considered to be impractical for
the
employer to implement.
It was an HR/management decision most of the time. As has been said
before
on this list - we advise, management decides!
Lucy Kenyon
Independent practitioner
RGN, MMedSci
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