IB Woman
Issue No. 20 - December/January 2005
Managing staff injury, sickness or disability
Working is an important and universal part of life. Indeed, there is an expectation today that everyone should have both the opportunity and obligation to work.
While some may be eligible for an age pension or disability benefit, many people want to continue working. They enjoy the interaction with colleagues and the chance to contribute and be productive.
But what should you do if a staff member’s ability to do the job changes through injury, sickness or disability? How far do you go to support the worker? Or what if you think you have no choice but to let them go?
There is no clear-cut formula to determine if an impairment affects a person’s ability to do their job. Disabilities can sometimes be irrelevant – for example there is no reason why a person with spina bifida who uses a wheelchair can’t be a great asset to you in the accounts office.
On the other hand, if a forklift operator’s eyesight has deteriorated, then it’s probably sensible to assess whether they can safely continue to carry out their duties.
Illness, injury or disability can affect us all throughout our working lives. When it happens to one of your staff, think about how you would expect to be treated in the same circumstances and respond accordingly.
Not every disability is permanent or incapacitating. But where appropriate, employers should make reasonable adjustments in the workplace to support workers with an impairment.
A worker m...
