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Type1. Lack of understanding from Employers
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<blockquote data-quote="Dark Horse" data-source="post: 1326173" data-attributes="member: 52527"><p>This page shows you how the Bradford factor is calculated:- </p><p><a href="http://employmentlawclinic.com/attendance-and-performance/bradford-factor/" target="_blank">http://employmentlawclinic.com/attendance-and-performance/bradford-factor/</a></p><p></p><p><em>Y</em>ou might like to show your employer this, regarding type 1 diabetes:-</p><p style="margin-left: 20px"><em>For example, an employee diagnosed with type 1 insulin-dependent diabetes may not have any other health issues of concern and their condition may be medically managed and stable. Upon commencement of employment, the employer has agreed that it is reasonable to allow the employee to have a set routine regarding meal breaks, the administration of medication and, if required, consideration regarding shift patterns.</em></p> <p style="margin-left: 20px"><em></em></p> <p style="margin-left: 20px"><span style="font-size: 15px"><strong><em>Associated health problems</em></strong></span></p> <p style="margin-left: 20px"><em>This kind of condition would clearly be classified as a disability in legal terms, as it meets all three criteria. It is reasonable to assume that if the employee were to contract an illness and take sickness absence leave, they would take longer to recover than someone without type 1 diabetes. However, employers do not always understand the significance of associated health problems and fail to understand why a seemingly unrelated health condition would need to be considered in legal terms. An employment tribunal could deem it unreasonable for an employer to apply an absence management policy without considering absence from work for ill health directly related to the condition. Therefore, a reasonable adjustment might be to allow the employee to have a higher rate of absenteeism – for example, as measured by the Bradford Factor – than someone without the condition.</em></p> <p style="margin-left: 20px"><em>Reference: <a href="http://www.personneltoday.com/hr/how-to-handle-the-legal-implications-of-sickness-absence/" target="_blank">http://www.personneltoday.com/hr/how-to-handle-the-legal-implications-of-sickness-absence/</a></em></p></blockquote><p></p>
[QUOTE="Dark Horse, post: 1326173, member: 52527"] This page shows you how the Bradford factor is calculated:- [URL]http://employmentlawclinic.com/attendance-and-performance/bradford-factor/[/URL] [I]Y[/I]ou might like to show your employer this, regarding type 1 diabetes:- [INDENT][I]For example, an employee diagnosed with type 1 insulin-dependent diabetes may not have any other health issues of concern and their condition may be medically managed and stable. Upon commencement of employment, the employer has agreed that it is reasonable to allow the employee to have a set routine regarding meal breaks, the administration of medication and, if required, consideration regarding shift patterns. [/I] [SIZE=4][B][I]Associated health problems[/I][/B][/SIZE] [I]This kind of condition would clearly be classified as a disability in legal terms, as it meets all three criteria. It is reasonable to assume that if the employee were to contract an illness and take sickness absence leave, they would take longer to recover than someone without type 1 diabetes. However, employers do not always understand the significance of associated health problems and fail to understand why a seemingly unrelated health condition would need to be considered in legal terms. An employment tribunal could deem it unreasonable for an employer to apply an absence management policy without considering absence from work for ill health directly related to the condition. Therefore, a reasonable adjustment might be to allow the employee to have a higher rate of absenteeism – for example, as measured by the Bradford Factor – than someone without the condition. Reference: [URL]http://www.personneltoday.com/hr/how-to-handle-the-legal-implications-of-sickness-absence/[/URL][/I][/INDENT] [/QUOTE]
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