I get involved but because no one else has a clue - i tend to be the collator/co-ordinator. I`m the first to admit that I dont know enough about things like dyslexia and ADHD, definately not enough to advise on reasonable adjustments but I do have contacts with people that do and tend to make the necessary arrangements for assessment etc. There was talk about giving me additional training so i could do more in house. I declined the offer - I have enough stuff on my desk already
I agree Carol & I too have been involved in advising on reasonable adjustments for individuals with educational disabilities for conditions such as dyslexia maybe not to the degree of other disabilities but involved none the less.
Regards
Amanda Savage BSc(Hons); Sp Prac OH; RGN; DON; NEBOSH
Senior Occupational Health Adviser
West Midlands Fire Service
Tel: 0121 380 7441
Mob: 07770863052
Email: [log in to unmask]
P Please protect the environment - think before you print.
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-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Carr Barnes
Sent: 23 June 2008 09:15
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] DDA
I was interested in your comment that you wouldn't get involved in adjustments/capability for dyslexia or ADHD? Why is that? Is that because you don't consider them strictly to be "ill-health" issues? In that case could you argue the same about visual or hearing disabilities? I certainly have been involved in dyslexia, aspergers, and other learning disability related cases in the past and anticipate i may be again in the future.
Food for thought.. what do the others think?
On 21/06/2008, [log in to unmask] <[log in to unmask]> wrote:
I am interested as to why this is an occupational health issue? It is certainly a DDA issue. We would not get involved with capability / adjustments for dyslexia so why for ADHD? Pass it back to HR and management for managing unless there is an underlying health condition.
Jean
-----Original Message-----
From: Susan Clarke <[log in to unmask]>
To: [log in to unmask]
Sent: Thu, 19 Jun 2008 13:56
Subject: Re: [OCC-HEALTH] DDA
Hi! I have ADHD and I am the Mother of 2 sons with ADHD! One is a Chartered Accountant and the other a professional hairdresser. Violence or violent acts is not associated with ADHD. It affects the learning and is a "learning disability". Attention and concentration is affected and many people who have ADHD are "high fliers"….Richard Branson and Whoopi Goldberg to name just two. An Educational Psychologist should have been involved with this person with/without a Psychiatrist and I would seek those reports. There is lots of info on web - just Google ADHD and you can find lots of helpful information. I manage many employees with this in a large organization that I support. One in four males are thought to be dyslexic/ADHD and it is very common. Regards, Sue
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.
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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