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#1 Posted : 08 November 2004 17:56:00(UTC)
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Posted By STEVE I have recently been informed that an employee has recently become diabetic, the Individual did not make this known to the Company for some reason. Because it has been brought to my attention I now have to investigate further, what I dont want to do is to frighten the individual by annoucing that I now know of his problem. Due to his Job Description he has to work alone at times. I need to develop a risk assessment template to record my findings so I am looking for any advice or a template to work from. This employee is very valuable to our Company therfore there is no risk of us wanting to lose him, however this information needs to be recorded. I have arranged a one-one meeting to find out if the info will be provided by himself and if not why he fels that he could not disclose this info. I will also ask him to provide a letter from his Doctor confirming his recent ailment, and what degree of diabetic he is. I will then perform a R/Assessment of his work areas to see if they are populated or not, will discuss welfare/hygiene procedures with the relevant persons. I am looking for any advice on this area, but in the main for questions that I need to be asking which will assist in showing others that the assessment carried out has covered all areas, should the person keep this role or not. I understand that there are DDA issues here, but my aim is to assist not condem. If anyone has a employee medical questionnaire that covers this area, this would be interesting viewing or any info that can assist in this area. Also because of this situation it has led to me viewing our Contract of Employment which has a section covering Health information, how do we ensure that it is current, valid and safe information- if anyone has a response or idea to this, this info would be appreciated as well. I am prepared to discuss matter on a one-one basis or through e-mail contact. Thanks Steve
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#2 Posted : 08 November 2004 19:00:00(UTC)
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Posted By Linda Crossland-Clarke Hi This issue should be covered under your lone working risk assessments. Can you not update or undertake one on him? This is a bit of a hazy memory, but depending on which type he is. Er, Hypoglycemic or hyperglycemic, depends on the different signs and symptoms. One condition doesn't occur suddenly, so he should be aware of any potential issues when he does his blood tests in the morning. So this shouldn't effect his safe work performance. After this sudden storm of inspiration, I have now run out. If you get stuck, try emailing kerry Rhodes for accurate info. kerry@rhodes2safety.com I am not asociated with kerry! Linda SHE Knows Ltd.
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#3 Posted : 08 November 2004 19:35:00(UTC)
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Posted By neil prosser May i suggest that you involve occupational health to discuss the individuals condition with them , oh can then identify the individul requirements that are needed, and then assist with the risk assessment. It is important to remember that if conditions are not suitable then reasonable adjustments should be made , to try and adapt work to suit the individual. Like you stated i think it is important to approach this very carefully and put the person at ease . One other thing you must remember the dda , and make sure the person is not put at a disadvantage because he is a diabetic.
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#4 Posted : 08 November 2004 21:46:00(UTC)
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Posted By David Brede The important thing to remember is that for 99% of cases a diabetic does not pose a risk if it is properly controlled. Although one of my sons is a diabetic I went for 3 years before I realised a work colleague was the same! The essential things are to ensure that the work colleague can access food or drink as required and is able to adminster the insulin ok. If they have type 1 this usually involves injections so can be off putting if this cannot be done in private.Having a clean area for the diabetic does reduce the risk of collateral infection. Often it is others who have the problem as they may assume that they have a drug addict on their hands or may get upset. I can recall a woman injecting herself with insulin on a train causing another passenger to faint. For both type 1 and 2 diabetes regular routines often play a part in blood sugar level control so chopping and changing breaks or rest periods can be an issue. Access to a fridge is good for the storage of insulin which typically requires to be kept at 2 to 8 degrees C until used, and food such as Mars Bars, lucozade or whatever the diabetic uses for emergency topping up of their blood sugar levels. When in use insulin can be kept at room temperature but should not exceed 25 degrees C. Diabetics can get packs e.g. Frio, to solve this problem. In the event of a hypo (low blood sugar levels)or a hyper(high blood sugar levels) the diabetic may know the symptoms so these can be looked for by supervisors or First Aiders who may have to provide first aid. As for working alone this is a golden opportunity to revisit the whole issue. Do you ask lone workers to ring in at frequent intervals, do you provide or ensure that they have mobile phones? Do you ask them to let you know their work programme so that you can check that they are reaching the intended locations? A particular issue with diabetics is an aversion to cold coming from having thicker blood vessels so this may be something to avoid or minimise. Diabetics may have a propensity to changing levels of sight may be a problem then more frequent DSE assessments may be required. Yes, a diabetic may have poor control resulting in hypers or hypos but with a little thought and due consideration they will work as a efficiently and as effectively as anyone else.
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#5 Posted : 09 November 2004 10:35:00(UTC)
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Posted By neil poyznts-powell Steve, If I were you though I would seek advice regarding how the company uses an employees medical information and who is to be privy to the information. I know from a previous employment that you do need to tread carefuly with regards to the employees right to privacy in medical matters, whilst ensuring that you carry out your duties as anemployer. I can't promise I still have them but I will try to dig out some of previous employers standard practices in relation to this matter. I'll contact you directly if I still have them.
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#6 Posted : 09 November 2004 16:38:00(UTC)
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Posted By STEVE Thanks For those who have responded, this additional info has been of use in how I am to address this hopefully small issue. Neil would appreciate info if it can be found Steve
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#7 Posted : 10 November 2004 09:58:00(UTC)
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Posted By Nick Egan Steve, We have done assessments for a couple of building workers type II diabetics and one type I. My aim is to help them be gainfully employed. I found useful information on the British Diabetic Association web pages. http://www.diabetes.org.uk/ Nick
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