I agree with this, but I am thinking more about students, and think there
are times when we will 'need' to know - maybe there are special
requirements when taking exams (e.g. longer time, breaks)
Caroline
--On 01 December 2004 14:02 +0000 "Smith, Tony"
<[log in to unmask]> wrote:
> The employer does not need to know that an employee has a disability (or
> what the disability is). For example, if a large employer is putting on a
> function with food, they should make sure that there are options for
> people with diabetes or Chrones disease. Similarly, if putting up a
> notice board, it should be at an accessible height.
>
> As far as specific employees are concerned, if they inform the personnel
> department that they have specific needs, in most cases, the adaptations
> should normally be offered to all employees without any specific
> reference to the employee.
>
> Tony
>
> -----Original Message-----
> From: This list is for those interested in Data Protection issues
> [mailto:[log in to unmask]]On Behalf Of Graham Hadfield
> Sent: 01 December 2004 13:39
> To: [log in to unmask]
> Subject: Re: Internal transfer of Sensitive Personal Data
>
>
> As my role takes in more regulatory legislation than DPA/FoIA, I was asked
> to look at equalities legislation around a year or so ago.
>
> In order for an employer to comply with the Disability Discrimination Act
> the employer obviously needs to know that an employee has a disability. It
> may not be obvious that a person is suffering from a disability (e.g.
> someone suffering from cancer or HIV). If the disabled person requires
> that the fact of the disability be kept confidential, the employer must
> only pass on the information as allowed by the Data Protection Act 1998
> (e.g. to a line manager who needs to know in order to ensure that
> reasonable adjustments are implemented effectively).
>
> Regards,
> Graham
>
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------------------------------
Caroline Dominey
Data Protection & Planning
[log in to unmask]
01392 263033
------------------------------
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