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Reasonable Adjustments Scheme

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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.




Mmz/HRpolicy reviews 082010




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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.


mmzEA2010policy reviews


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