Hi All
I heard something in conversation this week it's a case that hasn't been referred to me, but it's regarding a lady who has been in a disciplinary for repeated short term absence with Migraines.
Management have apparrently made adjustments to hours for this lady over the last 12 months to try to alleviate onset and frequency of migraines, however absence is still at a level which is being dealt with in accordance with procedures.
She attended the management meeting with her union rep who asked that the company to consider her high levels of absence in accordance with EQA 2010.
I was under the impression that absence and matters relating to absence whether it is likely to be defined as disability or not was dealt with in the same manner as everyone else, however the legal requirements as an employer is to make reasonable adjustments to enable employees to work, provide flexibility in working hours to attend medical appointments etc.
This lady has been on regular beta blockers Propanolol for the prevention of migraines for a number of years, therefore Definition of disability may be appliccable.
Your thoughts would be appreciated
I'm not involved in this case but it just got me thinking
She has been offered the opportunity to speak with OH .
Many thanks
Belinda Fox
SCPHN/OH
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