Heres one for discussion!!
If we screen someone at one place of work and identify something that would
make a material difference to their employment, and then the same person
applies for a job at another place where we are providing occupational
health services and does not disclose this information and we remember him
(not checking records), are we in breach of the data protection act if we
follow up on this? If we are, and we therefore are not allowed to follow up
on this how do we stand in our code of professional conduct as far as
negligence is concerned?
Amanda Dowson
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