Hi Andy
I have redesigned our online questionnaire to take into account the
intrinsic function of the job role. Dependent on what elements a manager
tells us the individual is exposed to (when the issue the
questionnaire), will define the questions asked. There are a few core
questions that every one gets asked such as "is there anything regarding
your health and wellbeing that you would like us to know?" and "Do you
have or have you had any physical or mental impairment, or other
disability that significantly affects you?"
The thing is until there is some case law on this, none of us really
know what is the right question to ask do we? Keep it relevant to the
role and you should be ok.
Having worked for a retailer that sold food and had people working in
walk in fridges and freezers, being on their feet all day, operating
checkouts (upper limb disorder medical history could be relevant) etc,
you probably want some idea of whether there is anything in someone's
existing health that may make them at risk of undertaking one of these
functions or require adjustments.
Hope that helps. I'll get back to debugging my new whizzy system now ;)
Regards
Tristi
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Tristi Brownett
Quality & Assurance Director
http://www.premierohc.co.uk/
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-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On
Behalf Of Andy Heslop
Sent: 18 October 2010 11:39
To: [log in to unmask]
Subject: [OCC-HEALTH] On-line pre-employment screening
All,
Our business moved into on-line recruitment some time ago and the
Equality Act has finally given us the opportunity to incorporate the
pre-employment screening into this as well. There are a number of issues
surrounding OH having access to the recruiting documentation so, in
order to keep it simple, I'm hoping to "de-medicalise" it as much as
possible by sticking to the "three question" approach to screening (I
tried to get this introduced two years ago but it was ridiculed!).
The plan would be for the applicant to answer the three questions
on-line, with OH contacting the applicant for further assessment if the
applicant answered 'Yes' to any of the questions. We would ensure that
the process would comply with the Equality Act.
As a food retailer, we also ask the standard FSA food hygiene screening
questions at this stage. What I'm trying to establish is whether it is
acceptable to include these questions on-line as well. I'm not sure what
other businesses involved in either food production or retail do in this
situation and would be grateful for any comments/guidance. Do OH need to
be involved at all with the food hygiene related questions? Is it
accceptable for non-clinical employees to have access to this
information once submitted by an applicant? Do the questions need to be
asked pre-employment or can they be asked post-employment (this will
create real issues if you are recruited to fill a vacancy on the Deli
counter only to find you're barred because you bite your nails and have
eczema on your hands!). All suggestions gratefully received.
Regards,
Andy
PS. Sorry Mark (O'Connor) - I've tried to sell your service in the past
and have had no joy, and don't anticipate any this time round either.
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