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Did you mean to type: DAD and Sickness Leave? (2 results)

53 results found showing 1 - 20

  1. DDA and Sickness Leave

    If an employee is dismissed on the grounds of poor attendance, what procedures must proceed the dismissal process? i.e. Is the pbound by law to give verbal/written warnings etc

    Comment | 2 Apr 2003

  2. Leave or return: Managing an employee on long-term sickness leave

    ...ge to other employees about your values as a company and how you treat your employees. This places your company in a strong position when recruiting again and can positively influence your employer brand. Disability Discrimination Act ­ an employer's obligations The Disability Discrimination Act (DDA) places a duty on employers to make reasonable adjustments to prevent a disabled person from being disadvantaged, and to ensure their employment practices are not discriminatory. It's important to closely consider the DDA when making redundancies and to seek advice on the effect it may have on your...

    News analysis | 2 Mar 2010

  3. DDA and Parking

    ..."Principal Driver" then they are allocated a "Buddy" who can park when the principal driver is away i.e. sick, leave or on field duty. Obviously, we could have more than two blue badge holder or new appointee who can claim unfairness because we don't have enough dedicated disabled bay. There is BS and Dept of Transport guild lines, do they apply to private companies and its car park for staff.

    Comment | 3 Jul 2010

  4. Sick leave

    ...You take any individual circumstances into account ? You act as a reasonable employer ? You hold a meeting with the employee before taking any disciplinary action ? You investigate any possible underlying medical problem ? You take into account the relevant legislation e.g. DDA, Dispute Resolution Procedures, fair reasons for dismissal, discrimination etc. Following the right procedure is all important especially if you feel that you may wish to ultimately terminate the employee?s employment. Ensuring you act correctly may be time consuming in the short ter...

    Comment | 1 Aug 2005

  5. Absence recording and actioning

    Firstly, the DDA has been replaced by the disability provisions of the Equality Act 2010 and is only relevant to complaints/discriminatory acts that arose before October 2010. A person has a disability for the purposes of the Equality Act if they have a physical or mental impairment and the impairment has a subs...

    Comment | 29 Jun 2011

  6. SICKNESS

    ...tnote adjustment not available . Employee gives access medical notes and report from GP. HR refuse return now on insurance long term disability insurance quarter of pay and ESA from government. Grievance not upheld by employee and due to a death no appeal made at time. Was covered for depression DDA and unfortunately needed also cardiology tests which consultant only recommended part time reduced workload. Occ health used as reason to keep her away from work. Asked again to go back to work Nov 2010 still waiting medical assessment. My manager above me and HR I feel are blocking return hoping ...

    Comment | 22 Jan 2011

  7. Holiday pay – In sickness and in health

    ...ff decision from Finnish! STOP PRESS!Another Advocate General has now given his opinion in Coleman v. Attridge Law. In his opinion, it is unlawful to directly discriminate on the grounds of disability anyone who is associated with a disabled person. Currently the Disability Discrimination Act 1995 (DDA) only protects those who are actually disabled within the meaning of the DDA. The Advocate General considers his reasoning also applies to other forms of discrimination such as age and religion.

    News | 4 Feb 2008

  8. Employee classed as disabled under DDA, says Court

    In June 2004 the claimant went on sickness leave suffering from a range of symptoms. In October 2005 he was diagnosed with tuberculosis, and on 31 March 2006, while still absent from work, he was dismissed for reasons relating to capability. He made a claim of disability discrimination and referred in his claim form to the symptoms preceding his diagnosis as well as to the tuberculosis itself as amounting to a disability, while, in answ...

    Case | 22 Sep 2008

  9. Extent of DDA disability definition clarified in court

    Two recent discrimination cases have highlighted the extent – and the limitations – of the definition of disability under the Disability Discrimination Act (DDA). Apart from the most evident disabilities (such as lack of mobility) which fall under the Disability Discrimination Act 1995 (DDA) there are other, less obvious, disabilities that can go unnoticed by employers; for example, colour blindness.  By not addressing an employee’s condition as a di...

    News | 17 Apr 2008

  10. Sickness return to work

    Andy, sorry, but it depends on the nature of the person's sick leave. If it can be considered a disability, then returning to work part-time with the objective of building up their hours to full-time can be considered a reasonable adjustment in line with the DDA, and they should be paid as if they were working full-time, what ever company they work for - Company policy does not come before the law. It should be limited, to be reasonable to the employer (eg agreeing to build up hours gradually to full-time over X length of time), but is a valid adjustment....

    Comment | 13 Jul 2009

  11. Employers not obliged to extend sick pay entitlement for disabled employees

    ...not obliged to continue paying sick pay to a disabled employee once sick pay entitlement has run out. Failure to do so was neither a breach of the duty to make reasonable adjustments nor unlawful disability-related discrimination. The Claimant was disabled under the Disability Discrimination Act (DDA). The sick pay rules of her employer provided that anyone on sick leave would receive full pay for 26 weeks and half pay for 26 week in any four year period. The Claimant had lengthy absences from work and used up her sick pay entitlement. She claimed that she ought to have been given full pay for ...

    Case | 18 Apr 2007

  12. Support benefit "good for employers and disabled people"

    ...ll appointments can be made in own time. Many assessments result in people being pulled about and unable to return to work for the rest of the day. Some disabilities do not need long periods of sickness but only if the employee and employer maintain a sensible approach. The problem is despite DDA this is not the norm. I agree that in many cases those of us who work try our best and give better service to our employers. Yes give all of us disabled people a chance to work if we can my point is not all can especially with unsympathetic employers. Look at the way some pregnant women are trea...

    Comment | 29 Oct 2008

  13. Support benefit "good for employers and disabled people"

    ...d Person is so keen to prove themselves in the workplace that by employing a Disabled Person you get an eager, willing and very useful member of staff, a company that dismisses an application from a Disabled Person may well be cutting their nose off to spit their face! And let us not forget the DDA.

    Comment | 29 Oct 2008

  14. Constant Sickness

    ...dical advice as to the employee's problems, how this relates to work, and whether any adjustments should be made. You are able to dismiss an employee for capability reasons (ill health) but you need to be careful about dismissing without obtaining medical advice as the employee could come under the DDA.

    Comment | 24 Sep 2008

  15. Landmark decision under DDA

    ...not physical or mental. A tribunal appeal was also refused, so his case was taken to the Court of Session with support from the Disability Rights Commission. His lawyers argued that if the impairment was physical - whether it was caused by a physical or mental illness - then he was covered by the DDA. In his ruling, Lord Penrose pointed out that an amputee, for example, does not have an illness and that many forms of impairment result from conditions that can't be described as illnesses.

    Case | 17 Oct 2005

  16. Handling Sickness Absence: Take Care

    ...ullied in the workplace. Occi health can help in a medical question. It has to be rememered that a lot of what is said at occi health is confidential in part. And we all must be aware that all employees should be treated the same inc(non academic)and considerations to those deemed to come under the DDA for whatever reason or cause of the disability. We may fall foul of law if these are not considered. Speak to them on their return and then serve the disaplinary notice afer this initial meeting,when they go sick again the disaplinary would be held a soon as possible after their return. the lengh...

    Comment | 17 May 2007

  17. Managing long-term sick: The position after Kigass and the entitlement to holiday pay

    ...dic review of the employees’ medical condition. It is arguable that an employer has an ongoing obligation to ensure that it is adequately considering what, if any, reasonable adjustment it should consider taking to comply with its obligations under section 6 of the Disability Discrimination Act (DDA). Clearly, there is a cost in both management and financial terms in keeping such employees on the books. So should employers dismiss employees on long-term sick? Arguably, yes – although this will depend on the circumstances of each employee. A dismissal is not advised if this may invalida...

    Case | 29 May 2002

  18. Unreasonable adjustments: In meeting DDA requirements, how far should employers go?

    © Workplace Law Group 2010 All rights reserved Unreasonable adjustments: In meeting DDA requirements, how far should employers go? Unreasonable adjustments: In meeting DDA requirements, how far should employers go? In the disability discrimination case of The Secretary of State for Work and Pensions and others v. Wilson, the Employment Appeal Tribunal held that the Employment Tribuna...

    News analysis | 17 Mar 2010

  19. Celebrating 35 years of the Health and Safety at Work Act

    ...pre-employment health assessment when most of today's research has shown it is of little value in either health or financial terms. The fact is that pre-employment health assessment is only valuable for two reasons: 1. Enabling employers to identify prospective employees with disabilities under the DDA in order to make reasonable adjustments; and 2. Fulfilling statutory requirements following a risk assessment which has identified a specific hazard(s) in the workplace. There has to be some `thinking outside the box' for most SMEs in order to address the issues of a healthy workplace. Dame Carol B...

    Magazine issue | 7 Jul 2009

  20. Cultivating success: how to cut costs and stimulate growth

    ...ial, 'May contain nuts', but what can be done to address the negative image is the subject of much debate Sandra Nicholson ­ Estates and Facilities Manager National Savings and Investment Book your place today ­ limited places available Call Tom kirby on 0871 777 8881 visit www.workplacelaw.net/dda-access Please quote reference 1843 when booking " " Great course, very well trained, informed and delivered. The trainer has a remarkable amount of knowledge and delivers the information and material at a steady pace. Key updates: n Disability Discrimination Acts 1995 and 2005 (including SENDA ...

    Magazine issue | 1 Jun 2009

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