DDA

[gluteus maximus]

i SHOULD HAVE WORDED THAT BETTER

The point i was making is that it is only the employer who has an obligation to know if an employee has a condition covered under the Equalty Act, through an Occuptional health report. Even then the employee has to give consent for its release to the employer. The employee will be on dodgy ground if it was not disclosed to the employer and his condition may have a detrimental affect as to his employment role as the employer has a duty of care to all employees.

[thechemisyshop]

just remember there are a lot of ' invisible illnesses ' i have suffered this myself for 10 years ,, the only time this has had any effect on my employment is when it came to stages and absences

[TShannon]

The rep has no right to see the information without the express permission of the individual, it concerns their personal medical records and is highly confidential, under no circumstances can this information be given out to the rep with out the individuals permission,

The only route that could be considered would be for the rep to lodge a grievance against the person being allocated these duties you are unhappy about, and as part of the process the manager will need to confirm to the area manager that the person has in fact been assessed by ATOS, he wont need to confirm to the rep that that is the case and the reps neck would seerely on the line, as the only way that he would not be liable for a charge of bullying/harassment for the grievance would be if it was in fact correct

The individual will not give permission.
Whilst personal, everybody knows the reason for their DDA, and what their restrictions/issues are. They've shouted about them often enough. To get what they want, when they want it.
However, they have, on a few occasions, performed work that contradicts their issue. They did OT in another office, thinking we wouldn't find out about it.
Other managers, whilst covering leave of our boss, have made this individual do work they're 'not supposed to', telling the friend of this individual who argued against it that the DDA paperwork doesn't exist. Very loudly, in front of witnesses.

If there is genuinely no way for us to know for sure (even just the Rep), then what is there to stop an unscrupulous manager giving roles to their mates/pets whenever they want?

As a side not, grievances are usually ignored. The manager has been sitting on one for about 7 or 8 months now, with no action taken at all.
And as for the Area manager, what if they know all about it already? Not saying they do, but there is the chance they could be in on it.

Looks like we'll have to sit and take it, or face a whirlwind of s**t, and get a target painted on our backs.

[Pat Ostman]

The individual will not give permission.

Then you cant see anything then. Question answered

everybody knows the reason for their DDA, and what their restrictions/issues are. They've shouted about them often enough. To get what they want, when they want it.

But you already know the reasons so I dont really understand your point? I'll warn you again, your language could be argued to be disability discrimination, be careful how you word things at work. To get what they want, when they want it. - is not a good example of how to go about thing.

If there is genuinely no way for us to know for sure (even just the Rep), then what is there to stop an unscrupulous manager giving roles to their mates/pets whenever they want?

Raise a grievance - file an ET, see where it gets you, if you are right, you'll win, if not, you could lose your job. Then you will know.