Not strictly an OH issue unless there are specific OH factors at work
(attendance, demeanour etc)
This should rest with HR - The employer needs to consider the family
issues and make reasonable adjustment if feasible - I dare say that
there are procedures for this (family friendly hours/flexible
working/special leave) As an OHA I would only get involved as a result
of a referral fromHR/manager and would only respond in very general
terms - specifically commenting on a family members illness without
consent from the individual I would state is very dodgy ground indeed. I
do know of a case where an OHA has been subject to internal
grievance/disciplinary for doing so. I would state that
-----Original Message----
From: [log in to unmask] [mailto:[log in to unmask]] On
Behalf Of Susan Clarke
Sent: 22 September 2008 13:18
To: [log in to unmask]
Subject: [OCC-HEALTH] Disability Discrimination
Hi! I have a case referred to me at this time which is complicated and
would
be interested in others opinions with regards to the potential unlawful
discrimination under DDA of a wife, whose ability at work is being
affected as
she is the sole carer of a husband with Bi Polar disorder.
I have been quoted the Coleman & Attridge case 2006 where a similar
appeal
was won by the claimant. If this case sets a precedent, then as OHA's we
need to assess the whole family with regards to any potential DDA
assessment.
Has anyone else experienced this situation? And just how detailed should
we
be "digging" in cases like this? Your experiene shared would be most
helpful.
Please reply to my personal email address. Regards, Sue
[log in to unmask]
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