I think that it is the case that, if students ask for special requirements, it is up to the institution to decide who they need to inform and then consult with the student. If the student says that professor x should not be informed and there is no reasonable way that the requirements can be met without informing prof. x then the student is not offered the adjustment. However, I think that the bit of the DDA that affects students is probably the goods and services bit, not the employment bit.
Tony
-----Original Message-----
From: This list is for those interested in Data Protection issues
[mailto:[log in to unmask]]On Behalf Of Caroline Dominey
Sent: 01 December 2004 14:12
To: [log in to unmask]
Subject: Re: Internal transfer of Sensitive Personal Data
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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