50 signatures reached
To: Andy Lord
TFL Employee Diabetic Policy Demand
TFL including London Underground urgently need a comprehensive policy to protect diabetic employees which fully complies with the Equality Act 2010
It must outline how it will be implemented, who is responsible for its enforcement & how employees can make complaints or requests & how TFL will support employees.
Key Aspects of a Company Diabetes Policy:
Non-Discrimination:
The policy should clearly state that the company will not discriminate against employees with diabetes.
It must outline how it will be implemented, who is responsible for its enforcement & how employees can make complaints or requests & how TFL will support employees.
Key Aspects of a Company Diabetes Policy:
Non-Discrimination:
The policy should clearly state that the company will not discriminate against employees with diabetes.
Reasonable Adjustments:
Reasonable adjustments can be as simple as allowing set break times for blood sugar checks or providing a private area for insulin injections. modifications to the workplace may be required to accommodate an employee's diabetes, such as Ajusting working hours, breaks, or tasks to allow for insulin injections or blood glucose monitoring.
Reasonable adjustments can be as simple as allowing set break times for blood sugar checks or providing a private area for insulin injections. modifications to the workplace may be required to accommodate an employee's diabetes, such as Ajusting working hours, breaks, or tasks to allow for insulin injections or blood glucose monitoring.
Flexible Work Arrangements: Consider remote work or flexible hours if the employee's diabetes requires it.
Confidentiality: Ensuring that employee medical information is kept confidential.
Access to Healthcare & Check-ups: Staff with diabetes need access & time off for several healthcare apointments a year including their diabetic annual review . There needs to be resources for employees with diabetes. These are vital in helping them manage their diabetes & help reduce the risk of serious complications.
Access to Healthcare & Check-ups: Staff with diabetes need access & time off for several healthcare apointments a year including their diabetic annual review . There needs to be resources for employees with diabetes. These are vital in helping them manage their diabetes & help reduce the risk of serious complications.
They may need extra support from their healthcare team. TFL must allow them time to get better and provide flexible working options if appropriate as they return to work. This must be discussed with TFL occupational health team . Stress can slow down their recovery even further and can affect their diabetes too, so think about emotional wellbeing too.
Education: Providing information about diabetes and how the company can support employees.
Time Off work for a diabetes education course
Education courses are available for people with diabetes to help them understand and manage their condition.If you manage someone with diabetes, encourage them to go on an education course, even if it means time off work.
They may be entitled to time off for the course under the Equality Act 2010.
Courses like DAFNE (for Type 1 diabetes) and DESMOND (for Type 2 diabetes) make a big difference to how well someone with diabetes can manage their condition. They can improve a person’s health in the long term and reduce time off due to complications. And if people share what they’ve learned with colleagues, this awareness can spread across your whole organisation.
They may be entitled to time off for the course under the Equality Act 2010.
Courses like DAFNE (for Type 1 diabetes) and DESMOND (for Type 2 diabetes) make a big difference to how well someone with diabetes can manage their condition. They can improve a person’s health in the long term and reduce time off due to complications. And if people share what they’ve learned with colleagues, this awareness can spread across your whole organisation.
Training for Directors, HR professionals, Managers and Supervisors:
Training should be provided to the above staff on how to support employees with diabetes, including understanding the condition and recognizing potential issues.
Time off work for illness & check-ups
People with diabetes need to attend healthcare appointments & Annual Review which is vital in helping them manage their diabetes.TFL must review its policies on managing staff with long-term health conditions & approving time off for medical appointments.
People with diabetes need to attend healthcare appointments & Annual Review which is vital in helping them manage their diabetes.TFL must review its policies on managing staff with long-term health conditions & approving time off for medical appointments.
Why is this important?
TFL employees need diabetic policies because diabetes can impact work performance and productivity, potentially leading to increased absenteeism. By understanding the needs of employees with diabetes, TFL can implement suitable reasonable adjustments and support systems that allow them to manage their condition effectively and remain productive at work. This includes recognizing that diabetes is often considered a disability under the Equality Act 2010, requiring employers to make reasonable adjustments.