persons with epilepsy - qaderoon.sa · epilepsy is a generic term used to describe the tendency to...

Edition 1

April 2017

JOB ACCOMMODATIONS FORPersons with Epilepsy

Job Accommodations for

Persons with Epilepsy

Edition 1

April 2017

Job Accommodations for Persons with Epilepsy

Edition 1, April 2017

5

Contents Page1. Introduction 6

What is epilepsy? 6 Partialseizures 6 Generalisedseizures 7 Whatcausesepilepsy? 8 Treatmentsforepilepsy 8 Anti-epilepticdrugs(AEDs) 9 SideeffectsofAEDs 9

2. What is an accommodation? 10

Accommodationsandbestpractice 10

3. How common is epilepsy? 11

4. Etiquette and inclusive communication 13

Awordonlanguagewhenspeakingaboutdisability 13

5. Making accommodations 14

Recruitmentandselection 14 Jobdescriptions 15 Advertisingandattractingapplicants 16 Applicationforms 16 Interviewsandtests 16 Inductionandtraining 17 CaseStudy1(part1) 18 Retention 19 Workingarrangementstoretainemployees 19 Whattodoifaseizurehappens 21 CaseSutdy1(Part2) 23 CaseStudy2 25 HealthandSafety 26 Emergencyevacuation 26

6. Regulatory Framework in the Kingdom Of Saudi Arabia 27

A. Global 27 B. National 29

7. Useful Organizations 30

8. Collaborative Partners 33



6

1 Introduction

This isoneofa seriesofguides,publishedby theHumanResourcesDevelopmentFund,whichprovidepracticalguidanceforemployersonspecifictopicsrelatingtotheemploymentofpersonswithdisabilitiesandpersonswithhealthconditions. Itwillbeparticularlyusefulforhumanresourcesmanagers, linemanagers,Taqatcenters,Recruitment Offices and any services promoting the employment of personswithdisabilitiesandpersonswithhealthconditions.

What is epilepsy?

Epilepsy is a generic term used to describe the tendency to experience recurrentseizures that originate in the brain. Seizures occur when there is a momentarydisturbance in the electrochemical activity of the brain.

Epilepticseizurescantakemanyforms,sincethebrainisresponsibleforsuchawiderangeoffunctions,including:personality,mood,memory,sensations,movementandconsciousness.Anyofthesefunctionsmaybetemporarilydisturbedinthecourseofaseizure.Sometimesanepilepticseizurewillaffectthebrain’scontrolofthebody,however,notallepilepticseizuresinvolveconvulsions.

Aseizurewillgenerallylastnomorethanafewsecondsorminutes,afterwhichthebraincellswill returntotheirnormalstate.Mostpeopledonotexperienceany ill-effectsoncetheseizurehasfinished.Somemayneedashortrecoveryperiod.

Epilepsyoccursinmanydifferentforms.Someseizuresareeasilyrecognised,whereasothersarelessobvious.Therearetwomaintypesofseizure:

Partial seizures:

Duringapartialseizure,thedisturbanceinbrainactivitybeginsin,or involves,onepartofthebrain.Theseseizuresaresometimesknownas‘focal’seizures.Aperson’sexperienceduringtheseizurewilldependonwhichpartofthebrainisbeingaffected:



7

• Simple partial seizures: consciousness is not impaired, but the person mayexperiencestrangefeelings inonepartofthebody,e.g.rhythmicaltwitchingofonelimb,unusualtastesorsensationslikepinsandneedlesinaspecificpartofthebody.Simplepartialseizuresmaydevelopintoothersortsofseizuresandsotheymaybereferredtoasa‘warning’or‘aura’.

• Complex partial seizures: these differ from simple partial seizures in thatconsciousness isaffectedandsothepersonmayhave limitedornomemoryoftheseizure.Theseizuresmaybecharacterisedbyachangeinawarenessaswellasautomaticmovementssuchasfiddlingwithclothesorobjects,makingchewingmovementsorwanderingaboutingeneralconfusion.Thepersonmayrespondifspoken to.

Inpartialseizurestheelectricaldischargemaystayinonespotormayspreadtotherestofthebraininwhicheventtheseizuremaybecomeageneralizedseizure.

Generalized seizures

Intheseseizures,thewholeofthebrainisinvolvedandconsciousnessislost.Theyoftenoccurwithnowarningandthepersonwillhavenomemoryoftheevent.Theseizuremaytakeoneofthefollowingforms:

• Tonic-clonic seizure:thepersonbecomesrigidandmayfall.Themusclesthenrelaxandtightenandrelaxrhythmicallycausingthepersontoconvulse.Breathingmaybecomelabouredandthepersonmaybeincontinent.Aftertheseizurethepersonmayfeeltiredandconfused.Theymayhaveaheadacheandmayneedtimetorecoverfully.

• Tonic seizures:theseinvolveageneralstiffeningofthemuscleswithoutrhythmicalconvulsions.Thepersonmayfalltothegroundwithconsequentriskofinjurybutgenerallyrecoveryisquick.

• Atonic seizures:theseinvolveasuddenlossofmuscletone,causingthepersontofall.Again,thereisconsequentriskofinjurybutrecoveryisgenerallyrapid.

• Myclonic seizures:involvesbriefandabruptjerkingofoneormorelimbs.Theseoftenhappenwithinashorttimeofwakingup,eitherontheirownorwithotherformsofgeneralizedseizure.



8

• Absence seizures: (formerlyknownaspetitmal) thepersonexperiencesabriefinterruptionofconsciousnessandbecomesunresponsive.Theymayappear‘blank’or‘staring’.Absenceseizuresoftenlastforonlyacoupleofsecondsandastheyaresubtletheymaygounnoticedorbemistakenfordaydreaming.

Someseizurepatternsmaynotfit intoanyof theabovecategoriesormay includeelements of different seizures. These are called unclassifiable seizures.

Somepeopleexperienceseizuresonlyduringsleepandtheirepilepsy isunlikelytohaveany impactontheirdaytimeworkingactivities.

What causes epilepsy?

Sometimes,doctorscanfindaclearcauseforaperson’sepilepsy.Possiblecausesofepilepsy include:

• Stroke• Abraininfection,suchasmeningitis• Severeheadinjury• Problemsduringbirthwhichcausedthebabytogetlessoxygen

Inoverhalfofallpeoplewithepilepsy,doctorsdon’tknowthecause.Somemayhaveafamilyhistoryofepilepsy,suggestingthattheymayhaveinheritedit.Scientistsaretryingtofindoutmoreabouthowepilepsymightbeinherited.1

Treatments for epilepsy

Treatment forepilepsy isused tocontrol seizures,althoughnoteveryonewith theconditionwillneedtobetreated. 2

Itmaysometimesbepossibletoforanindividualtocontroltheirepilepsysolelybyavoidingthingsthattriggerseizures,suchassleepdeprivationoralcohol.

1. https://www.epilepsy.org.uk/info/what-is-epilepsy2. http://www.nhs.uk/Conditions/Epilepsy/Pages/Treatment.aspx



9

Whilesomepeoplemayneedtobetreatedfortherestoftheirlives,thisisnotalwaysthecase.Sometimespeoplehaveepilepticseizuresatonestageintheirlife,onlyforthemtobecomelessfrequentordisappear,astheygetolder.Thisismorecommonifseizuresfirstoccurinchildhoodorearlyadulthood.

Anti-epileptic drugs (AEDs)

AEDsareusuallythefirstchoiceoftreatmentforepilepsy.About70%ofpeoplewiththeconditionareabletocontroltheirseizureswithAEDs.

Usually,AEDtreatmentwillnotbeginuntilafterthepersonhashadasecondseizurebecause a single seizure is not necessarily a reliable indicator that thepersonhasepilepsy.

AEDsdonotcureepilepsy,butcanpreventseizuresfromoccurring.

TherearemanydifferentAEDs.Generally, theyworkbychanging the levelsof thechemicals in your brain that conduct electrical impulses. AEDs are available in anumber of different forms, including tablets, capsules, liquids and syrups.

Side effects of AEDs

SideeffectsarecommonwhenstartingtreatmentwithAEDs.However,theyareusuallyshort-livedandpassinafewdays.Thespecificsideeffectsapersonmayexperiencewilldependonthemedicationtheyaretaking,butgeneralcommonsideeffectsofAEDsinclude:

• Drowsiness• Alackofenergy• Agitation• Headaches• Uncontrollableshaking(tremor)• Hairlossorunwantedhairgrowth• Swollengums• Rashes



10

2. What is an accommodation?

Accommodationsareawayofremovingbarriersthatgetinthewayofaapersonwithadisabilityorapersonwithahealthconditiondoingtheirjob.Forexample,changingwheretheywork,thewayinwhichtheydotheirjoborprovidingequipmenttohelpthem.

Anaccommodationisnotspecialtreatment,butawayoftreatingpeopledifferentlyto give everyone the sameopportunity to succeed.Accommodationsmaywell besimple, inexpensiveandmakegoodbusinesssense.

Accommodations and best practice

Employersshouldmakeaccommodationsforanyemployeewhomightbefacingbarriersatworkbecauseofadisabilityorlongterminjuryorhealth condition–even if it hasnotbeendiagnosedasadisabilityoracceptedassuchby the individual.

Thebestpracticeapproachistomake‘reasonable’accommodationsforanyonewhoneedstheminordertoworkeffectivelyandcontributefullytoyourorganization.

Mostemployerswillwant toknowwhat is ‘reasonable’.Doingwhatseems fair forthe individual and others whowork for you given the size and resources of yourorganization is a good place to start.

Thisguidancewillhelpyoudeliverbestpractice.

Inordertodemonstratebestpractice:

• Involvetheindividualingeneratingsolutionsandrespecttheirrighttoconfidentiality.• Youmightneedtotreatpeopledifferentlyinordertotreatthemfairly.• Don’tmakeassumptionsaboutwhatpeoplecanandcan’tdo.• Ensurethateveryoneknowswhoisresponsiblefordoingwhatandwhenitmust

bedone.



11

According to the World Health Organization, approximately 50 million peopleworldwidehaveepilepsy,makingitoneofthemostcommonneurologicaldiseasesglobally.Peoplewithepilepsyrespondtotreatmentapproximately70%ofthetime.3

EpilepsyisacommonneurologicaldisorderinSaudiArabia,withaprevalenceof6.54per1000.4

3. How common is epilepsy?

3. http://www.who.int/mediacentre/factsheets/fs999/en/4. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4710345/

50,000,000 people have epilepsy

Repond to treatment In Saudi Arabia 6.54 per 1000 people

have epilepsy

70%



12

Thereisamisconceptionthatpeoplewithhealthconditionssuchasepilepsycannotcopewith employment or are only able to undertake certain jobs. However,withthe correct training and support they are capable of developing their potential inemployment likeanyoneelse.While some rolesmaynotbe suitable for a specificindividual, this shouldbediscussedwith the individual toassesswhat typeof rolethey can undertake.

Whilstinwork,effectivemanagementofpeoplewithepilepsyintheworkplaceisgoodforbusiness.Failuretomanagedisabilityandpeoplewithepilepsyeffectivelycanalsohavehighcostsintermsofproductivity,teammoraleandinterpersonalrelationships,staffturnoverandindividualperformance.

Thevastmajorityofpeoplewithepilepsyhavenoproblemsatwork.Theemployermaynotevenbeaware that theyhaveepilepsy.However, for somepeople,a fewminor accommodations could be needed.

By regularly talking to employees about theirwork, for example in regular one toones,youmaybeabletoidentifydifficultiesthatcouldbeattributabletoanemployeehavingepilepsy.Thiswillthengiveyouanopportunitytotalkaboutaccommodationsthatmayenabletheemployeetoworkmoreeffectively.

Accommodations may well be simple and inexpensive and make good businesssense.Withoutaccommodations,goodcandidatesmaynotapplyforjobsandgoodemployeescouldbelost.Preciserequirementsvaryfromoneindividualtoanother.Alwaysask thepersonwhat theyneed.



13

4. Etiquette and inclusive communication

A word on language when speaking about disability and health conditions

When speaking about disability or health conditions, it is importanttousetheterms“person(orpersons)withadisability”or“person(orpersons)withahealthcondition”.

Theword“person”or“persons”isdeliberatelyseparatedbytheword“with”,tostressthatthedisabilityorhealthconditiondoesnotdefineordescribethewholeperson.

Apersonwithepilepsyshouldalwaysbereferredtoasapersonfirst.Itisalsoimportantnottosaythepeoplearesufferingfromorafflictedwithepilepsy.

Formore information on etiquette and communication see the Human ResourcesDevelopmentFund’s “Guide foretiquetteand rulesof communicationwithpersonwith disabilities”.

https://www.hrdf.org.sa/Page/Tawafuq_EN



14

5. Making accommodations

Recruitment and selection

Youneedtomakesurethatyoudonotdiscriminateagainstorapplicantswithadisabilityorapplicantswithahealthconditionduring the recruitment process. You may also have to makereasonable accommodations. It is important not to make

assumptionsaboutwhattheapplicantcanorcannotdo.Instead,askapplicantsaboutaccommodations as part of the recruitment process.

If you use external recruitment agencies, ask for evidence that they also makeaccommodationsforapplicantswithdisabilitiesandapplicantswithhealthconditionsandwork to the standards thatunderpin this guidance.

Itisnotgoodpracticetoaskcandidatesquestionsabouthealthordisabilitypriortoofferingthejobunlessthequestionrelatesdirectlytoanintrinsicaspectoftheroleforwhichthepersonisapplying,orisforthepurposeofmakingaccommodationstotheapplicationorinterviewprocess.Thisisbecause,informationaboutacandidate’shealth or disability gained during the application and assessment stage mightencourage recruitingmanagers tomake negative assumptions about a candidate’sabilitybeforetheyhavetheopportunitytodemonstratethattheycantodothejob.

Everycandidateshouldbegiventheopportunitytorequestaccommodationstoeachstageof the recruitment process. Remember that requirementswill vary betweenindividuals.Alwaysconsultwiththe individual to identifytherightaccommodationfrom them.



15

Job descriptions

Whendrawingupjobdescriptionsandcandidatespecifications:

• Bespecificaboutwhatskillsareneededandwhatthejobinvolves.• Beflexible.Veryoftenminorchangescanmakeasignificantdifference.• Donotneedlesslyexcludesomeonewithepilepsy.Concentrateonwhatistobe

achievedinajobratherthanonhowitisachieved,e.g.statingthatanapplicantmusthaveadrivinglicencemayexcludesomecapablecandidateswithepilepsywho are able to demonstrate how theywill be able to travel using alternativemeans of transport.

• Ensurethatthejobdescriptionclearlydescribesthepurposeandscopeoftherole,aswellasmanagementsupportassociatedwiththepost.

• Identify any inherent risks associated with the demands of the post includingunreasonable or conflicting demands. Ensure you can support the successfulcandidate with adequate training and resources when appointed.

• Distinguishbetweenessentialanddesirable criteria, so thatyoucanbeflexiblewhen considering accommodations. Very often minor changes can make asignificantdifference,e.g.reallocatinganon-essentialtaskthatacandidatewithepilepsy finds difficult to someone else in the team.

• Donotplaceundueemphasisonformalqualificationsorworkexperiencewheretheyarenotessentialtoarole.

It may be appropriate to communicate to prospective candidates that there is aparticular levelofpressureor responsibilityattachedtosomeroles.Howeversuchstatementsinjobdescriptionsshouldnotberegardedasanabdicationofresponsibility.

Employersshouldstillmanagethepressureandlevelsofstresstowhichtheyexposetheiremployees.Generalitiessuchas:“Mustbeabletoworkunderpressure”or“mustbeabletoworkinstressfulsituations”shouldbeavoided.



16

Advertising and attracting applicants

Whenadvertisingajob:

• Use positive wording like “we welcome applicants with disabilities and healthconditions”.

• Provide a point of contact for people who require accommodations for therecruitmentprocess,usingarangeofcontactmethods(e.g.email,phone,SMS,MMS).

• Statethatapplicationswillbeacceptedinalternativeformats,e.g.onpaper,audioorbyemail.

• Advertiseinmorethanonemedium.Inadditiontomainstreampress,advertiseonlocalradioandthroughtheweb.

• PostthevacancyonTaqatNationalLaborGateway. https://www.taqat.sa/web/guestemployer/home

Application forms

Accommodations may need to be made to the short-listing process,because an applicant with epilepsy may:

• HavegapsintheirCVduetotheirhealthcondition.• Havegainedexperienceoutsideofpaidemployment,e.g.workexperienceand

voluntary work.

Interviews and tests

Asyouwant torecruit thebestperson for the job,youneedtoensurethatallcandidatesareabletodemonstratetheircapacitytodothejob.Focusontheperson’sabilities,notontheperson’sepilepsy.Ifyouhaveanydoubtsaboutaperson’sabilitytodoanintrinsicfunctionofthejobsimplyaskhowtheywoulddoit.

www



17

Whenyouinviteapplicantsforaninterview,makesureyouaskallcandidatesiftheyrequireanyaccommodationstobemadeforthe interview.Withaccommodations,theinterviewallowsyoutoassesstheabilityofcandidateswithepilepsy.Ensurethatreceptionandsecuritystaffknowhowtowelcomeandassistvisitorswithadisabilityorhealthcondition.

Ifselectionnormallyinvolvesatest,besurethatitdoesnotdiscriminateagainstsomeonewithepilepsy.Consultcandidateswithepilepsysothatnecessaryaccommodationscanbemade.

Accommodations might include:

Extratimeduringinterviewsandtests.Thisisparticularlyimportantifthecandidateexperiencesshortcatatonicepisodeswhichcanworsenunderpressurizedsituations.Allowingcandidatestobringnotesintotheinterviewforthesamereasonasabove.

Induction and training

Disabilityawarenessandtheneedtomakeaccommodationsshouldbe embedded in all policies, for example, policies on sickness,training, and appraisals. New recruits should be made aware ofthese policies during the induction procedure.

WELCOME



18

CASE STUDY

Aziza – Managing work and seizures

Case Study 1 - Part 1

Aziza’smanagerArwa isawarethatAzizahasepilepsyand that she can experience seizures early in themorning.

During their weekly one-to-one Arwa mentions thatshehasnoticedthatAzizahasbeen latetoworkonanumber of occasions and asks her howhe is feeling.

Azizahasbeenlatetoworkonallthreeoccasionsbecauseoftheseizures.

Aziza has being working in large private dentalhospital for two months as an administrativeassistant.

Aziza has epilepsy and since starting her new role, hasexperienced three seizures first thing in the morning.



19

Retention

Once someone has been offered a job, you may need to put inaccommodationstoensuretheycanperformtotheirhighestcapability.Start getting the accommodations in place as soon as practicableafteryouhavemadeanappointment–itmaytaketime.Consulttheindividualandmakesurethattheemployee’smanagerorsupervisorunderstands the agreed accommodations.

Buildinregularreviewsofaccommodations,forexampleattheendoftheprobationaryperiod,insupervisionsessionsandappraisalstoensurethattheaccommodationsarestilleffective.Ensurethatyoutakethesameapproachtoaccommodationswhenanemployeewithepilepsyappliesforpromotion,againnotmakingassumptionsaboutwhat the employee can or cannot do.

Employerslosegoodemployeesduetotheirlackofknowledgeaboutepilepsyanditsimpactintheworkplace.

Partofthesolutionisnottomakedecisionsbasedonassumptions.Manypeoplewithepilepsy face discrimination throughmisinformation, misunderstanding, ignoranceand fear. As a result peoplewith epilepsy often have under-utilized skills. Seek toestablishthefactsfromtheindividual,orwherenecessaryfrommedicalprofessionalsandconsidertheperson’sparticularsituationbeforedecidingwhethertherewillbelimitations.

Accommodations should be considered in light of an employee’s specific job. Donot imposeblanketrestrictionsoneveryonewithadisabilityoraparticularhealthcondition such as epilepsy.

Working arrangements to retain employees

In most cases, the only reasonable accommodation required is an increasedunderstandingofepilepsybythoseintheworkplace.Itisveryimportanttoinvolvetheindividual concernedwhenconsideringormakingany reasonableaccommodation.



20

Is the epilepsy controlled?

Whatarethefrequency,durationandtypeofseizures?

A-Typeofseizure B-Durationsincelastseizure C-Frequencyofseizure

Doestheemployeeknowwhenaseizureisimminent?

Doesanything specific triggera seizure?e.g. stress,anxiety or tiredness?

Isthereausualrecoverytime?

Isthereanyspecificcarethatshouldbegiveneitherduringorafteraseizure?

Dorelativesneedtobecontacted?

yes

yes

yes

yes

yes

yes

no

no

no

no

no

no

Consider when you are assessing the need for accommodation:

A tailored accommodation agreement might be beneficial for employees whohave epilepsy. Once a tailored accommodation agreement has been created,accommodations in the workplace may then include:

• Allowingtimeofftoattendmedicalappointments,rehabilitationorassessments.• Flexibilitywhereverpossiblearoundworkinghoursandworkloads.• Awareness thatmedication, or epilepsy itself,may occasionally affectmemory,

concentration or mood.• Flexibilitywhenanindividualisadaptingtoanewtreatmentregime.• Providingasafe,comfortableplacefortheindividualtohaveaseizureorrecover.• Ifappropriate,providingaliquidcrystalorananti-glarescreenorspecialglassesto

reduceglarefromacomputerscreen.• Allowing theperson tohavemore frequentbreaks from lookingat a computer

screen.



21

• Makingtheemployee’sworkspacesaferincasetheyhaveaseizure.• Avoidingloneworking,sothatsomeoneelsecanhelpiftheemployeehasaseizure.• Providingsafetyguards formachineryorotherworkplace featureswhichmight

poseahazardforanemployeewithepilepsyintheeventofaseizure.NB:Goodstandardhealthandsafetypracticesmeanthatanemployershouldtakemeasurestoensuremachineryandequipmentisadequatelyguardedtoprotectallworkers.

• Usingordinary,asopposedtofluorescenttubelighting,whichflickers(atahighfrequency) this should be considered as a general workplace issue anyway toensure a healthy environment.

What to do if a seizure happens

Thekeyactionpointswhensomeonelosesconsciousnesswhenexperiencingaseizurearesimplefirstaidprocedures:

Do not try to move them, unless they are in a dangerous place, e.g. at the top of a flight of stairs or in a road

Do not attempt or restrict or restrain the convulsive movements.Do not try to

wake them

Do not place any objects in their mouth

Move any objects that may cause injury.

Once the seizure is over, place the person in the recovery position, and stay with them until they recover.

Loosen any tight clothing around their neck, if possible.

Cushion their head



22

Whenthepersonregainsconsciousnesstheymaybeconfusedandmayneedtobereassuredorhelpedtoaquietroomtorecover.

Yourfirstaidersshouldbefullyawareofthisprocess.Theemployeeshouldbeaskedtoadviseyouiftheyhaveanyparticularrequirements,andiftheycarryamedicalalertcardorbracelet.

Oftennofurthermedicalsupportwillberequired,callanambulanceif:

• Thepersonhasseriouslyinjuredthemselvesduringtheseizure.• Theyhavetroublebreathingaftertheseizure.• Oneseizureimmediatelyfollowsanotherwithoutrecoveryinbetweenor

thepersonfailstoregainconsciousnessafteraboutfiveminutes.



23

CASE STUDY

Aziza - Managing work and seizures

Case Study 1 - Part 2

Azizaagreesthat thisaccommodationwillhelphersotheyagreetotrialthisforonemonth.

Arwamakesanoteoftheaccommodationagreedandtheyagreetomeetagaininonemonthtoassessitseffectiveness.

Duringtheirone-to-onemeeting,AzizaexplainstoArwathatshehasbeenexperiencingseizuresearlyinthemorningsandthisismakingherlateforwork.

90min

Arwadiscusses theoptionofflexibleworkinghourswithAzizaandasksifshewouldliketostartandfinishwork90minuteslaterthanshecurrentlydoes.ThiswillgiveAzizaa less rushed schedule eachmorning andmore time torecoverfromaseizuresifthishappensbeforecomingintowork.

Arwa Aziza

Agreement



24

Disability leave and managing absences

Youmayneedtomakeaccommodationstoyourattendancemanagementprocedurestoensurethatpeoplewithepilepsyaretreatedfairly.

Whilst someemployeeswithsevereepilepsymayneedtimeoff forappointments,youshouldnotassumethateveryemployeewithepilepsywillhaveahigh levelofsicknessabsence.Theymayneedsomehospitalappointments,butthesewillmostlybeplannedinadvanceandtheemployeewillhaveafixedtreatmentprogram.Thistypeofabsencemightbecategorisedas‘disabilityleave’andcouldbeconsideredasanaccommodation.Ifreasonable,thistypeofdisabilityleaveshouldbepaid.

Employersmayneedto:

• Implementaphasedreturntoworkafteraperiodofsicknessleave,wherebyhoursaregraduallyincreasedoveraperiodoftime;

• Allowtheemployeetoworkflexiblehourstoovercomefatiguecausedbytreatment;• Beunderstanding.Theemployeewillbemuchmorelikelytotrycomeintoworkif

s/heknowsthats/hecantakeabreakorgohomeifnecessary.



25

CASE STUDY

Meshaal - Managing his new diagnosis of epilepsy

Case Study 2

Meshaalworksasachefina5starhotelinJeddah.Herecentlyhadaseizureatworkwherehefell.Meshaalisresponsibleforcookingandpreparinghotfood.

Duringashortperiodofabsence,Meshaal isdiagnosed with epilepsy. Meshaal’s managerSaud is concerned that Meshaal may hurthimself ifhehasanotherseizureclosetothehot appliances.

SaudasksMeshaalforameetingtodiscussifthereisanythinghecandotosupporthimandtoensureheissafeintheworkplace.

Saud explains that he has started takingmedicationforhisepilepsy,whichshouldhelpto control her seizures. Meshaal asks Saudif itwouldbepossible forher towork in thecold food preparation area of the kitchen– away from the grills and stoves while theeffectivenessofthemedicationisestablished.

MeshaaltellsSaudthatheisalsoconcernedabouthissafety–particularlywhilstworkingwithhotappliances.

Saudagreestothisaccommodation,makesarecordoftheagreementandsetsadatetoreviewthesituationinonemonth.



26

Health and Safety

Most peoplewith epilepsy pose no greater risk in terms of safety than any otheremployee.However,whenconductingregularoverallriskassessments,peoplewithepilepsymayneedtobeassessedindividuallytodeterminewhetherthereare,infact,anyincreasedriskseithertothemselvesortheircolleagues.

Theseassessments shouldbeona case-by-casebasis, i.e. relating toan individualwithepilepsyinaparticularjob.Assumptionsaboutpeoplewithepilepsygenerallyinparticulartypesofjobsmustbeavoided.

Discusswiththeindividualhowtheycontroltheirepilepsy.Ifthereareanyoutstandinghealthandsafetyconcerns,thenasktheindividualfortheirconsenttoyourobtainingmedicalinformation.

Emergency evacuation

Employersshouldalsoprovideameansofescapeandhaverelatedsafetyprecautionsinplacetoensurethepreservationoflifeofallemployeesintheeventofafire.

Employersshouldworkwithemployeeswithadisabilityorhealthconditiontodevelopapersonalplanregardingwhatwillhappenintheeventofanemergency.

Considerationsforpersonswithepilepsymightinclude:

• Allowingadditionaltimetopracticeevacuation.• Useofafireevacuationliftifoneisavailable.• The provision of handrails to aid escape.• Additionalchecksbyfirewardens.



27

6. Regulatory Framework in the Kingdom of Saudi Arabia

TherightsofPersonswithDisabilitieshavebeenclearlystated,globally,intheUNConventionontheRightsofPersonswithDisabilitiesandlocallyinthedefinitionofdisabilitybytheMinistryofLaborandSocialDevelopment.Theseincludetherightforequalopportunityforworkandemployment.Thesearementioned,asfollows:-

In 2008 the Kingdom of Saudi Arabia signed and ratified theUnited Nations Convention on the Rights of Persons withDisability which states the following:

Article 27

Work and employment

. 1 StatesPartiesrecognizetherightofpersonswithdisabilitiestowork,onanequalbasiswithothers;thisincludestherighttotheopportunitytogainalivingbyworkfreelychosenoracceptedinalabourmarketandworkenvironmentthatisopen,inclusiveandaccessibletopersonswithdisabilities.StatesPartiesshallsafeguardandpromotetherealizationoftherighttowork,includingforthosewhoacquireadisabilityduringthecourseofemployment,bytakingappropriatesteps,includingthroughlegislation,to,interalia:

a. Prohibit discrimination on the basis of disability with regard to all mattersconcerningall formsofemployment, includingconditionsof recruitment,hiringandemployment,continuanceofemployment,careeradvancementandsafeandhealthy working conditions;

A. Global



28

b. Protect the rightsofpersonswithdisabilities,onanequalbasiswithothers, tojustandfavourableconditionsofwork, includingequalopportunitiesandequalremuneration for work of equal value, safe and healthy working conditions,including protection from harassment, and the redress of grievances;

c. Ensure thatpersonswithdisabilitiesareable toexercise their labourand tradeunionrightsonanequalbasiswithothers;

d. Enable persons with disabilities to have effective access to general technicaland vocational guidance programmes, placement services and vocational andcontinuing training;

e. Promote employment opportunities and career advancement for persons withdisabilities in the labour market, as well as assistance in finding, obtaining,maintaining and returning to employment;

f. Promoteopportunitiesforself-employment,entrepreneurship,thedevelopmentofcooperativesandstartingone’sownbusiness;

g. Employpersonswithdisabilitiesinthepublicsector;h. Promote the employment of persons with disabilities in the private sector

throughappropriatepoliciesandmeasures,whichmayincludeaffirmativeactionprogrammes, incentives and other measures;

i. Ensurethatreasonableaccommodationisprovidedtopersonswithdisabilitiesintheworkplace;

j. Promotetheacquisitionbypersonswithdisabilitiesofworkexperienceintheopenlabourmarket;

k. Promotevocationalandprofessional rehabilitation, job retentionandreturn-to-workprogrammesforpersonswithdisabilities.

. 2 States Parties shall ensure that personswith disabilities are not held in slaveryorinservitude,andareprotected,onanequalbasiswithothers,fromforcedorcompulsory labour.



29

B. National

Definition of disability by the Ministry of Labor and Social Development

Who is a person with a disability in the workplace?

The Executive Regulations to the Labor Law via Royal Decree No. 1982 specifiesthe definition of disability and employment and recommendations for minimalaccommodations and services. The regulation defines a person with a disabilityasapersonwhohasoneormoreof the followingpermanentdisabilities: avisualimpairment, hearing impairment, cognitive impairment, physical impairment,mobilityimpairment,learningdisability,communicationdisorder,behavioraldisorder,affectivedisorders,autismoranyotherdisabilitythatissubstantiatedbyamedicaldiagnosisandreportbyentitythatisauthorizedbytheMinistryofLaborandSocialDevelopment.Thereportshouldstatethatthepersonwithdisabilityrequiresminimalaccommodations and/or services to enable him/her to perform his/her tasks andmaintain the job.

FortheofficiallegaldocumentkindlyrefertotheExecutiveRegulationsoftheLaborLawanditsappendices(theofficialcopyisonlyavailableinArabic).



30

7. Useful Organizations

Ifyouareanemployerthatisinterestedinrecruitingtalentedandskilledemployeesincludingandpersonswithhealthconditionsthefollowingservices,organizationsandcompaniescanfacilitateyourbusinessneed.

p TAQAT, the national labor gatewayTAQATthenationallaborgatewayisamajornationalinitiativetobuildthelargestvirtuallabormarketplatforminKSAacrossboth,privateandpublicsectors.

TAQAT’s mission is to offer and facilitate employment and training services,efficiently and effectively, to further sustain and develop the labor force.

Web. https://www.taqat.sa/web/guest/about-taqat

p HRDF Branches and Taqat Centers

Web. https://www.hrdf.org.sa/Locations

Non-HRDFServicesarenotnecessarilyendorsedbyHRDF.

p Saudi Epilepsy Society

Tel. +966122334455Web. http://ssepilepsy.com/Email. [email protected] Region Region1-13



31

p King Salman Center for Disability Research Research,lectures,programsandconferencesrelatingtodisabilityissues.

Tel. +966114884401Fax. +966114826164Web. www.kscdr.org.saService Region Region1-13

p Business Disability Network (Qaderoon)Providesguidance,advice,trainingandbestpracticetoemployerstorecruit,retainandincludeemployeeswithdisabilitiesthroughinclusiveworkenvironments.

Tel. +966116986116Web. www.qaderoon.saEmail. [email protected] Region Region1-13

EASTERN REGION

NORTHERN BORDERS

RIYADH1

2

34

6

7

8 9

11

13

10

12

QASIM

NAJRAN

ASEERBAHAH

MAKKAH

MADINAH

JAWF

HAIL

TABUK

JAZAN

5



32

p World Wide Web Consortium (W3C)W3Cisanorganizationcreatedtodevelopandmaintainstandardsontheinternetthatallowsuserstoaccesspagesonthewebwithoutdisplayissues.

Web. www.w3.orgService Region International

p World Health OrganizationWHOstaffworkwithgovernmentsandotherpartnersinmorethan150countriestoensurethehighestattainablelevelofhealthforallpeople.

Web. http://www.who.int/en/Service Region International

p International Labour Organization’s Global Business and Disability NetworkThe ILO Global Business and Disability Network is a network of multinationalenterprises, employer organizations, business networks and organizationsrepresenting persons with disabilities.

Web. http://www.businessanddisability.org/index.php/en/Service Region International



33

8. Collaborative Partners

HRDFwelcomefeedbackonthisjobaccommodationsguidefrominterestedindividuals,organizationandemployers.

PleasecontactHRDFTawafuqatTawafuq@hrdf.org.sawithfeedbackandsuggestions.

• Edition2oftheguidewillincorporatefeedbackandincludethenameoforganizationsandemployerswhowerepartofthereview.

• DeadlinetofeedbackonEdition1isAugust1st,2017

persons with epilepsy - qaderoon.sa · epilepsy is a generic term used to describe the tendency to...

Documents