This fits in with my experience of practice throughout the years. I always
encourage the client to take control of disclosure wherever possible - it
helps the client to remain in control of the information-type quantity and
quality.
Mary
-----Original Message-----
From: Diane Romano-Woodward [mailto:[log in to unmask]]
Sent: 16 September 2004 09:24
To: [log in to unmask]
Subject: disclosure of medical conditions
Hello all,
The way I see it, we are employed to give advice to management on the
inter-relationship between health and work. We do have some expertise, and
using this we make judegements.
For example , with Diabetes, if an office worker has diet controlled
diabetes I see no reason to give any information, except perhaps that the
employee has a medical condiiton for which they are receiving appropriate
treatemnt and follow up from the GP, but that it should not affect their
ability to do their job.I might add that it was important that they were
allowed to have meal breaks at regular intervals if I thought it was going
to be a problem.
If they person was insulin dependent , I might suggest to the employee that
they find out who their First Aider is and discuss this in confidence. I
would also suggest that they disclose to the manager. (i might also ensure
that all the FA's knew what to do for hypoglycaemia , and that there was
hypostop or dextrose tablets readily available, but I wouldn't tell them
specifially why!)
In information to the manager I would be suitably vague, but tell them that
I had advised the employee to talk to the first aider.
The situation might be different if the employee's job involved moving
machinery, or working at heights where thier safety and that of others might
be affected. However I would always try and persuade the employee to
disclose, perhaps having a joint meeting with them. (i might also ensure
that all the FA's knew what to do for hypoglycaemia , and that there was
hypostop or dextrose tablets readily available, but I wouldn't tell them
specifially why!)
An if there was a regulation which made a person unsuitable, for example if
diabetic LGV driver had to commence on insulin, then here would be an
obligaiton to say that the the person was no longer suitable for the
task.Then I would look at ways of modifying jobs to ensure that they stay in
work.
Does this approach fit in with other's practice?
BW
Diane
I do know of a (self -employed) insulin dependent steeplejack....
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