Israel Institute for Occupational Safety and Hygiene
22
•
Use the advice of professionals, experts and consultants if you sense that you do not
know enough about the disabilities’ implications. Generally, disabled people understand
their disabilities and their implications. However, people who become disabled due to
an injury or illness do not always understand the implications of their condition, and
it is advisable to consult with experts on that matter. Sometimes it is necessary to get
professional training in regard with the disability;
•
Make sure that the consultants, like the safety officer or the occupational physician,
understand the law of equality of rights for disabled people;
•
Inform the disabled employee of the information you gained from these experts and
professionals;
•
Create a working environment where the disabled employees will feel comfortable to
reveal the difficulties stemming from their disability;
•
Be sensible. Remember that the world we live in cannot be completely free of dangers.
Disabled employees find it more difficult to cope with these risks, however this does
not justify an over-protecting behavior. You should hire the disabled employees and
enable them to continue working. It is necessary to check if the work station changes
are indeed helpful for performing the work rather than becoming obstacles.
Don’ts
•
Do not make assumptions concerning the safety and health implications on disabled
people, because their disabilities may possibly not be affected by the work environment
risks;
•
Do not treat the disabled people differently than other employees. Note that the disability
affects different people in an individually different way;
•
Do not introduce non-relevant criteria to the admission requirements;
•
Do not pressure the employees to expose facts concerning their disability. Beyond the
responsibility the employees should assume in regard with health and safety, they have
the right for confidentiality of medical information. The employees should tell about
the implications of the disability, which are related to safety and health. And last, it is
possible that you will have to do things somewhat differently as the employer, however,
with the right level of support and the employees’ involvement you will manage to
comply with the legal requirements.
See also the appendix B for the environmental survey form that fits the employees with
physical and sensory disability and appendix C for the environmental survey form that fits
the employees with mental disability.
