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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 > > ******************************** > Please remove this footer before replying. > > OCC-HEALTH ARCHIVES: > http://www.jiscmail.ac.uk/lists/occ-health.html > > CONFERENCES AND STUDY DAYS: > http://www.jiscmail.ac.uk/cgi-bin/filearea.cgi?LMGT1=OCC-HEALTH ******************************** Please remove this footer before replying. OCC-HEALTH ARCHIVES: http://www.jiscmail.ac.uk/lists/occ-health.html CONFERENCES AND STUDY DAYS: http://www.jiscmail.ac.uk/cgi-bin/filearea.cgi?LMGT1=OCC-HEALTH