Short answer is ‘yes’. The reason behind this is if OH are aware it is deemed the organisation is aware. If you have the information and do not do anything about it you are the one responsible if reasonable adjustments are not considered as a representative of the organisation.
Regards
Amanda Savage BSc(Hons);SpPrac OH; RGN; DON; NEBOSH
Specialist Practitioner Occupational Health
West Midlands Fire service
Tel: 0121 380 7441
Mob: 07770863052
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 Therona Goldsmith Occupational Health Nurse Advisor
Sent: 05 August 2010 10:13
To: [log in to unmask]
Subject: [OCC-HEALTH] Legal obligations re DDA
Sensitivity: Confidential
A quick query:
Is there a legal obligation on the part of Occupational Health to inform the employer of DDA status where an employee or prospective employee is deemed likely to come under its remit? In which case where is that requirement recorded? Or is it considered “best practice”?
Look forward to your reply.
Therona
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