Thank you all for your responses, I concur with all. Iam also of the opinion that this should be now up to management to pass on a definitive decision. Like I said it is most likely that the sickness absences will continue for the foreseeable future. Most of these are alleged to be due to symptoms to do with his illness. His consultant has done a fantastic job in addressing all the questions we posed of which some of them have also been asked by some of you in the thread. This case has been ongoing for a few years now.
I wanted to hear the views of others and the forum constantly proves to be such a perfect platform for this. All your individual responses are greatly appreciated and highly valued.
Regards
Tanya
Sent from my iPhone
On 29 May 2012, at 16:55, Tracy <[log in to unmask]> wrote:
> Hi sorry I missed your last comments. In my opinion all you can advise is he comes under the DDA and I think the adaptations suggested are reasonable. It is for the business to decide how much sick time is reasonable from a business point of view even if he is covered by DDA
>
> Tracy Turner
>
> On 29 May 2012, at 15:09, Tanya Chipunza <[log in to unmask]> wrote:
>
>> Dear list
>>
>> I am looking to pick your brains on the case of an employee with extremely high sickness absence levels which he alleges are related to his diagnosis of HIV and whose Consultant has confirmed an excellent prognosis. Additionally, a recent referral to an OHP has concluded that the adjustments which are already in place are appropriate and sufficient. The adjustments include: accommodating a higher level sickness absence, flexible working arrangements, allowing time off for attending support groups etc. Just wanting to hear your views on how OH as well as HR should proceed in managing this case bearing in mind the EQA 2010 should the absences continue - which is highly likely. The individual works as a customer sales rep an office based role.
>>
>> Many thanks in anticipation
>>
>> Tanya
>>
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