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UNIVERSITY OF SALFORD
Equality Act 2010
REASONABLE ADJUSTMENTS SCHEME :Disability
1. INTRODUCTION
The University, in keeping with its Equality and Diversity strategy - ‘Listen’ and Action
Plans, is committed to make reasonable adjustments for employees and recruits who
have a disability or become disabled and who meet the definition of disability as in the
Equality Act 2010. This Scheme is developed to meet the University's policy
objectives, legal obligations and good practice criteria as an employer of choice.
2. DEFINITION OF DISABILITY
The starting point for application of the scheme is the definition of disability as in the
Equality Act..
2.1 Under the Act
"a person is disabled if they have a physical or mental impairment which
has a substantial and long term adverse effect on thier ability to carry
out normal day to day activities."
These include things like using a telephone, reading a book or using
public transport
2.2 Working for an employer requires "day-to day" activities. As long as the
definition of disability is met the Act can cover:
sensory impairment
physical impairment
clinically well-recognised mental illness
learning difficulties including dyslexia, dyspraxia and dyscalculia
impairment controlled by medication and/or a prosthesis
hearing loss, even if a hearing aid is used
severe disfigurement
recurrent conditions - if an impairment ceases to have a substantial effect
it is treated as continuing to have that effect if it is likely to recur
progressive conditions - someone with a progressive condition comes
within the Act as soon as their normal day-to day activities are affected.
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The Act does not cover latent genetic or psychopathic disorders, addiction or
dependency on alcohol or drugs or correctable impaired vision or similar
impairments.
2.3 The "impairments", whether mental or physical, must be "substantial" and not
trivial and should affect or be expected to affect the person for twelve months
or longer to be covered by the Act.
3. PROCEDURES FOR DEALING WITH EACH CASE
3.1 These procedures are developed in line with good practice in this field. It is
the responsibility of all employees of the University to follow these procedures.
This places particular responsibility on line managers to be supportive of any
member of their staff who may have a disability.
3.2 Making Reasonable Adjustments
Once an employee (or a job applicant where appropriate) is assessed (see
sec.4 below) as having a disability, it is the University's legal obligation to
make reasonable adjustments to remove or alleviate substantially any
adverse effects created by the university environment on that employee in
question.
3.3 If an employee of the University or a job applicant meets the criteria
mentioned above, then the duty to make reasonable adjustments apply.
Reasonable adjustments may cover:
recruitment and selection process
terms and conditions or arrangements on which employment is offered
promotion, transfer, training or other benefits.
3.4 Examples of Reasonable Adjustments (for access to work) may include:
changes to practices or premises to accommodate the disabled employee
arrangements or changes to physical features of the premises that cause
a substantial disadvantage, for example exits, access, fixtures, fittings,
furnishings, equipment or materials used by that employee
re-allocating some of the disabled person's duties to others
transferring to an existing equivalent vacancy
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altering the disabled employee's working hours or workplace
allowing him/her reasonable time for rehabilitation, assessment or
treatment during working hours where necessary.
providing a mentor as support
acquiring or modifying existing equipment, providing instructions,
reference manuals or information in accessible formats, modifying
procedures for assessments and providing additional training as
appropriate
providing a reader or interpreter or additional supervision.
The list is not exhaustive as new and innovative ways and technological
developments enable employers to recruit and retain staff who have disability.
4. HOW TO GO ABOUT IT?
In many cases of employee disability the University’s Health, Safety and Wellbeing
service and the Occupational Health Physician would have been involved and
referrals made to the HR Services. However, in cases where referrals are not made
by the Health, safety and Wellbeing service, both the employee and their line
manager should feel comfortable and confident about making reasonable
adjustments as an ordinary aspect of employment. The funding and other support
are provided by the University's HR Services and in some cases the Access To
Work(ATW) in JobCentrePlus of the Department of Work and Pensions (DWP)
subject to meeting the qualifying conditions. ATW would also make an independent
assessment of the disabled person in workplace and make recommendations for the
Reasonable Adjustments. The steps to take are as follows:
4.1 The employee and the line manager should have a confidential discussion on the
effects of the employee's disability on his or her work and fill in the attached form
to inform the HR Services. The University should then consider its obligation to
make reasonable adjustments under the Equality Act and Health and Safety
legislation. If the estimated costs of making Reasonable Adjustments are well
over £1000, then the employee will be asked to apply to Access To Work (ATW)
in the JobCentrePlus who part fund the costs.
The employee or the school or service directorate will not pay any part of such costs.
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4.2 If the employee is required to apply to the ATW, they will need to call
ATW Helpline: 01419505327 OR Textphone o8456025850 within six
weeks of starting in the new role, provide NI number and personal
details
4.3 The Access To Work (ATW) staff will take some information on the phone or
obtain it in writing to establish eligibility to ATW funding.
4.4 The employee would then receive an application pack to be filled in and
returned to them..
4.5 On receipt of the completed application form by the ATW, an adviser will
establish contact with the employee and assign an independent assessor.
The employee should update his/her line manager at this point.
4.6 An independent assessor will only be assigned where ATW considers it
necessary. ATW may then arrange a visit to the employee and the workplace,
provide a report and may recommend adjustments that are considered
necessary and reasonable to overcome the barriers identified by the
assessment.
4.7 A copy of the confidential report and recommendations will be sent to the
employee and the Health, Safety and Wellbeing service of the University and
copied to the HR Services to act upon if the employee agrees to this. The
employee should update his/her line manager of the progress made.
4.8 The University will then consider the recommendations, carry them out as
appropriate and if appropriate claim back a part of the cost from the DWP for
any costs authorised by ATW.
4.9 The Health, Safety and Wellbeing service will carry out a disability-sensitive
risk assessment in order to meet the appropriate health and safety
requirements.
4.10 If the employee's disability changes materially after the initial discussion (para.
4.1), he or she should inform his/her line manager without delay. Otherwise, a
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review of the level of support and/or adjustments made should be carried out
as in para. 4.1.
4.11 If any issues arise in the process of making reasonable adjustments, the
employee or the line manager should in the first place, contact HR Services..
However further advice and support will also be available from the HR Advisor
(E&D) on Ext 53592.
5. MONITORING
The University will monitor the progress of its policy on disability and the application
of these procedures to ensure that the arrangements are effective. Such monitoring
will be carried out in a strictly confidential manner and only aggregate data will be
used in reporting in accordance with the Data Protection Act.
UNIVERSITY OF SALFORD: AN ENTERPRISING UNIVERSITY STRIVING FOR
EQUALITY OF OPPORTUNITY AND VALUING DIVERSITY
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Further Information
Further information on this scheme and disability issues can be obtained from
the University by contacting:
Health, Safety and Wellbeing Service, Ext. 55425
HR Services (Ext 53592)
Assistant Registrar (Equality and Diversity, Ext 52840), or from outside of
the University: The Equality and Diversity Office, 0161 2959000
Web site : www.equality.salford.ac.uk
External sources of information:
Employing DISABLED PEOPLE in HE ECU Guidance April
2004
Disability Employment Adviser - Salford Job Centre
Trafford Road M5 3AD Tel. 0161 253 2353
Access To Work - Employment Service,
Disability Service Team. Bolton 01204 516 480/516460
* The Equalities and Human Rights Commission:
www.equalityhumanrights.com
* The Government equalities Office
www.equalities.gov.uk
* Direct.Gov
www.direct.gov.uk.
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UNIVERSITY OF SALFORD
Confidential Declaration of Disability
Equality Act 2010
Record of the one to one discussion with an employee under the Act:
Name of Employee: …………………………………………………………………
Current Post Title: …………………………………………………………………...
School/Support Division: …………………………………………………………...
Current Work Location/Base: ………………………………………………………
Discussion with (name of Manager): ………………………………………………
Disability is defined as: a person is disabled if they have a physical or mental
impairment which has a substantial and long term adverse effect on their ability to
carry out normal day-to-day activities, which include things like using a telephone,
reading a book or using public transport.
Does the employee consider themselves to have a disability as defined?: (Yes/No)
Discussion of reasonable adjustments e.g. equipment, adaptations, working hours,
need for sign language interpreter, Braille etc.
…………………………………………………………………………………………..
Any other related issues? ………………………………………………………………….
To the Employee: Please notify your line manager of any changes as soon as
possible and update him/her regularly. Don't wait for a further formal one to one
meeting.
Signed by Employee: ……………………………. Date: ………………
Signed by Manager: ……………………………... Date: ………………
Forward to this form to HR Services for personal file, and a copy for the Employee to
keep.
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