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Wouldn't have thought that there is any difference between this and any
other health condition that would afford an individual protection under
the EqA. 

What I would be looking at - why does he take time off, for what reason
and how is it linked with his underlying diagnosis? If there is a link
then fine, say so but if its a bit nebulous word it a bit
differently.......however he has already seen OHP and recommendations
made, so I'm not sure what else can be done from an Oh perspective.
Management may need to decide whether his continued absences etc are
serving the needs of their business and take it from there 

-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On
Behalf Of Tanya Chipunza
Sent: 29 May 2012 14:10
To: [log in to unmask]
Subject: [OCC-HEALTH] HIV & high sickness absence

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   

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