INTO Equality Conference March 5

th

2010

Presentation

Medmark General concepts: Disability and reasonable accomodation Pre-employment assessments Occupational health assessments Ill health retirement assessments

Medmark

Experience – Specialists, 1991, large no. & variety of companies. Background in educational sector Qualifications – Specialists, MFOM/FFOM, training practice Personnel – experienced OHPs, OHAs – efficient admin staff Location – All surgeries are close to city centres, easily accessible by public transport.

Why is ‘medical fitness to teach’ an issue?

Health, safety and well-being of teachers, students & colleagues Manage any risk to the health of teachers which may arise from their teaching duties. To enable all teachers, including those with disabilities, can achieve their potential within the bounds of reasonable adjustment.

General concepts

Impairment, Disability & Handicap Legislative context The Employment Equality Act 1998 The Equality Act 2004 “Disproportionate burden” Nature, cost,benefit, finances,disruption Size matters DoE Vs BOM as employer

Pre-employment Assessments

- Web-based health declaration www.medmark4teachers.ie

- High volume activity - Typically fit and health applicants

Not a screening tool to exclude from employment

- Quite the opposite Exceptional to find someone “unfit” to teach - Occasional requirement to seek accommodated duties

Pre-employment Assessments

- Web-based health declaration www.medmark4teachers.ie

- Candidate submits an on-line health questionnaire - Candidates may be passed as fit for employment - Physician may contact candidate for further info - Candidate may need to attend one of our regional centres - Decision will be delivered directly to the school / VEC - Information disclosed will be limited

Occupational Health Assessment

- School management referral www.medmark4teachers.ie

- Discretionary Vs Non-Discretionary - Delay in referral - Teacher attends Medmark - Teacher is assessed by an occupational health physician - Physician issues recommendations to the employer.

Case examples

       Medmark sees itself as an advocate for those with disabilities seeking workplace accommodation Examples include Voice amplification White board technology Classroom layout & facilities Validating necessary medical absences Dust extraction in woodwork classroom Subject rotation Wheelchair access

Medmark is working on a select number of cases to develop a system of using sick leave entitlement to facilitate a phased return to work      Problems for us include Size of some schools Delay in referral Impact on others, precedent for others Seasonal nature of disability “Medicalisation” of HR/IR issues

Stress

Rapid increase in certification “work related stress” Potent cert Externalisation of problem May not reflect complexity of situation May indicate a HR/IR problem Medical illness the cause and not the outcome EAS, available but very low uptake

Ill-Health Retirement Assessments

Measure of last resort Requires permanent and total disability All treatment options explored All workplace accommodations considered Not to solve HR/IR issues Medmark opinion Appeal process

Any questions?

Thank You!