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Posted By Nick Harvey
Dear all,
I have recently been informed that one of our employees has reported an eye injury, I thought it sounded unusual as they had reported the same type only a couple of weeks before.
It seems that the employee has a sort of 'tic' and rubs their eyes a lot, thus transferring materials from their hands to their eyes. I believe that the employee has a slight disability (mental) although they are not registered.
What else apart from risk assessing and obviously avoiding having them working with hazardous substances can we do?
Your thoughts would be most gratefully appreciated
Regards
Nick
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Rank: Guest
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Posted By Kieran J Duignan
Nick
From what you write, this could range from a trivial matter to a complex question of disability management.
You wrote: ' I believe that the employee has a slight disability (mental) although they are not registered.'
I wonder just what you mean by 'registered'?
If the employee does have a mental impairment, your assessment of risks to his safety and health should really be based on a written psychological assessment of this impairment.
So, a relevant option for you is to improve management of the problem by consulting a chartered occupatonal psychologist, ideally who is also a registered safety practitioner, for an assessment of the alleged disability (mental) and its implications for employee safety, health and productivity.
As you will be aware, the DRC is more inclined towards muscular action in regard to DDA compliance than the HSE inspectorate can be in regard to H & S. So, the business risks depend on a reliable, valid assessment of the alleged 'disability (mental)'.
From the sunnier side, the employee may not suffer from a mental impairment but from a physical problem that nobody has yet investigated adequately.
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Rank: Guest
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Posted By Chris Matthews
The registering of a disability went out either with or before DDA, so this individual would not neccessarily be "registered disabled", and I know a few people with nervous tic's, and dry eyes but would not percieve them to be disabled or mentally impaired.
If you know you have a person with a disability or impairment working for you then surely you will have assessed the risks to that person, or as previously stated had an OH referral carried out.
I think you need to first establish whether you have grounds for classing this person as being disabled/impaired either mentally or otherwise, and go from there.
Chris
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