HI

 

I agree with Sharon that management need to separate what appear to be the 2 threads of this issue:

 

- what is the impact on the ADHD on ability to do job and behaviour and what adjustments should be considered. I'm not sure (althought correct me if i'm wrong) that ADHD in itself causes voilent behaviour- this way be a trait the employee has developed to control people around them but that is something different entirely and should not be medicalised.

- what is a conduct issue and needs to be addressed as such i.e. inappropriate behaviour in the workplace, not following proceedure etc.

 

That way there is no confusion and the case can (hopefully) be managed appropriately.

Carr

 

On 19/06/2008, Naylor, Sharon [HMPS] <[log in to unmask]> wrote:

I wonder - How can being unable to come in and see her manager
constitute a clinical issue and warrant sickness absence?

Yes to DDA, however is this a clinical or performance issue? If you have
made relevant recommendations and management cant take them on board
then I would suggest that this is a management call.

I have found the Shaw Trust to be very useful when dealing with
employees who require longer term support, especially with
ADHD/apsergers type problem

-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On
Behalf Of Nicky Johns
Sent: 19 June 2008 10:28
To: [log in to unmask]
Subject: [OCC-HEALTH] DDA

Good morning,

I'd be grateful for your thoughts. The organisation I work for has
recently
employed a catering assistant who has ADHD. Since the commencement of
her
employment (4 weeks) she has been late several times, had an episode of
sickness absence & is now off sick again because she is uanable to come
in
and see her Line Manager. The staff she has been working with say they
are
frightened of her as she can be aggressive in her manner and has
threatened
to kill herself for example when she could not get an appointment with
her
GP. They are worried she will attack them if they confront her about
anything, they are even worried about asking her to do the role she has
been employed to do.

HR are arranging to meet her; howevever as her condition falls within
the
DDA and she was open about it at interview they are unsure where to go
with
this. I have suggested contacting her CPN/Social worker; all the
adjustmets
I have suggested do not fit with the business needs; additionally would
a
disability such as this mean an individual would not have to maintain
Company policies and procedures.

I'b be grateful for you  help.

Many thanks

Nicky

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