NE Wrecks -
Since the rescued party apparently didn't see fit to recognize your efforts, let me offer a tip of the hat to you for your handling of the emergency. Per my earlier offer of greasy pizza, I just e-mailed you a phone number to reach me at work, so give me a call so I can congratulate you in person.
Unfortunate as the incident is, it makes the point all too well re diving with medical conditions. I too would be interested in hearing a reasoned response from Wingflyer (but not his usual rhetoric) re your most recent experience.
The incident does highlight one issue for me: Imagine, for the sake of discussion, that the diver had properly secured medical certification and clearance to dive. Now, take the situation away from an OW instruction setting and move it into a vacation setting where only your buddy knows you and your medical condition: Should the diver be obligated to inform all others present that "hey, I have this medical condition which ordinarily I wouldn't even disclose to some personal friends, but which I am nonetheless now telling everyone because it could impact my health and safety during the dive" or something like that? Those of us who persist in this thread would likely say "yes indeed. No harm will necessarily come of it, and perhaps some good will come of it." Sounds about right so far, no?
So now let's extrapolate: let's say this individual with diabetes was participating in some other activity, not diving, and as he prepared to begin the activity, he "vomited and fell face first" on to the floor. From the Department of Slippery Slopes, if this activity is called, say, "work," is it okay to require that the individual disclose his medical condition to everyone in the workplace ("ah, excuse me, you don't know me, but I'm Marty Munchausen, down in bookkeeping, and I just wanted to let you know that I have diabetes, so if you see me start vomiting and fall, remember that it's just that I'm too flippin irresponsible to take care of my own diabetes." "Oh, well thanks for sharing that precious insight with me. I'll be sure to carry some glucose with me . . . "). This person is with his/her co-workers much longer than the assembly of dive students and the probability of having diabetes-related complications or symptoms in the presence of co-workers is probably much greater. Should the employee be required to make this disclosure? I'm not the lawyer here, but I believe there is a law that speaks to this matter, no?
Obviously, there are different parameters and risks associated with diving compared to employment, but I believe that a skilled barrister will appreciate the potential for unlawful exclusion or restraint of trade from an activity solely on the basis of a diagnosis. Why, a number of years ago when PADI refused to certify me for instructor on the basis of a diagnosis, attorney friends (and I'm sure some wit on the board is going to say that the notion of an "attorney friend" is an oxymoron) were anxious to litigate on my behalf! So, ignoring Wingflyer's willful pursuit of irresponsibility, how do we set reasonable parameters to facilitate productive disclosure? Expect the diver to tell the DM? Well, in most group dive settings, the de facto UW role of the DM is little more than setting the direction because divers invariably demand that they are granted the flexibility to go where they want, therefore the DM doesn't actually monitor the individual divers. It is more likely that another diver (and not necesssarily even the person's buddy) will be the first to encounter the diver in peril.
And because the DM has no way of determining if the diver's medical condition is currently as good as it was when the MD gave medical clearance, his/her natural inclination is going to be "sorry, I don't have enough current, verifiable information to enable an informed decision re whether to allow you to dive and, because I do not wish to assume undue or unnecessary risk, I prefer that you not dive on my boat . . . . " Think it wouldn't happen like this? Take the incident back to employment and consider Ms. Bea Stove-Burton, who has a history of back problems which today does not impact a physical capacity-related BFOQ and who requests no accommodations to perform any essential job duty. A prospective employer turns her down because "there was a risk that she might re-injure herself." Sound like a recent ADA case? So what's best way to promote disclosure?
As always, many questions and, unless we are dealing with flagrant irresponsibility to self or others (aka, your student with diabetes, Wingflyer's don't ask/don't tell strategy), so few answers.
As always, a pleasure beating this issue to death!