I have a couple of questions regarding a large organisation which incorporates into its operations, a RTO for the purpose of training its own people.
Question one:
Person with protected condition is removed from training, told they must attend medical review.
Cannot participate in any way or attend facilities till medical review completed.
Would the obligations under OHS laws overrule the need to provide reasonable adjustments as specified in discrimination legislation?
Question two:
Investigator looking into claim of discrimination appears to identify person and specify medical condition to every interviewee, although the person not being diagnosed with that condition.
Wouldn't that be a gross breach of the person's privacy?
Question one:
Person with protected condition is removed from training, told they must attend medical review.
Cannot participate in any way or attend facilities till medical review completed.
Would the obligations under OHS laws overrule the need to provide reasonable adjustments as specified in discrimination legislation?
Question two:
Investigator looking into claim of discrimination appears to identify person and specify medical condition to every interviewee, although the person not being diagnosed with that condition.
Wouldn't that be a gross breach of the person's privacy?