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Is this discrimination or am I over reacting.
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<blockquote data-quote="KK123" data-source="post: 1990118" data-attributes="member: 451727"><p>This is a hard one to answer but it would annoy me intensely if it was simply down to an individual person who knew nothing about diabetes in any depth whatsoever making an off the cuff decision about my ability to do something. This person is normally the Manager or Supervisor or someone in HR. I don't know your works set up but this is what I would do. I would arrange a meeting with HR and formalise the situation. Included in this discussion would be the 'Line Manager' for you, an HR representative and access to PROPER medical advice on type 1 diabetes.</p><p></p><p> It is easy for any firm to get professional medical advice and to then include it in any written assessment about you. This formal record should then explain what the specific concerns are from all sides, how they might be minimised or managed (ie, a reasonable adjustment to allow you to do the same as your colleagues might be to do a prick test just before driving a fork lift), how easy is that? It seems like your Manager has just said 'Oh it's easier this way, I won't have to think too hard' but that IS discrimination if they haven't even looked at the issue properly or considered what would be a reasonable adjustment.</p><p></p><p>Don't get me wrong, if at the end of it all there are genuine concerns about safety (there are in my job) and a reasonable person would agree that it is too dangerous to do certain tasks, then so be it. BUT make them go though the process and not jump to a conclusion based on ignorance. Hope this helps.</p></blockquote><p></p>
[QUOTE="KK123, post: 1990118, member: 451727"] This is a hard one to answer but it would annoy me intensely if it was simply down to an individual person who knew nothing about diabetes in any depth whatsoever making an off the cuff decision about my ability to do something. This person is normally the Manager or Supervisor or someone in HR. I don't know your works set up but this is what I would do. I would arrange a meeting with HR and formalise the situation. Included in this discussion would be the 'Line Manager' for you, an HR representative and access to PROPER medical advice on type 1 diabetes. It is easy for any firm to get professional medical advice and to then include it in any written assessment about you. This formal record should then explain what the specific concerns are from all sides, how they might be minimised or managed (ie, a reasonable adjustment to allow you to do the same as your colleagues might be to do a prick test just before driving a fork lift), how easy is that? It seems like your Manager has just said 'Oh it's easier this way, I won't have to think too hard' but that IS discrimination if they haven't even looked at the issue properly or considered what would be a reasonable adjustment. Don't get me wrong, if at the end of it all there are genuine concerns about safety (there are in my job) and a reasonable person would agree that it is too dangerous to do certain tasks, then so be it. BUT make them go though the process and not jump to a conclusion based on ignorance. Hope this helps. [/QUOTE]
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