we have reduced hours but not paid the same but at the reduced hours rate.
Michelle Montgomery wrote:
> Hi,
> We haven't done anything like that here. Getting a bit legalistic there
> was a case in 2007 (O'Hanlon v Commissioners of HM Revenue & Custom)
> which considered the question of whether someone with a disability
> should have extended sick pay. At the ET, EAT & CA the ruling went in
> favour of the employer (who didn't want to extend the period of sick
> pay) on the basis that 'it would be a rare case where extra pay to a
> disabled employee amounted to a reasonable adjustment'. Part of the
> ruling was concerned with perceptions of fairness.
> Not sure if the same principal would apply here - & obviously that's the
> what you 'don't' have to do position. If an institution wanted to do it
> that could be different.
>
> best wishes
> Michelle
>
>
> Deborah Viney wrote:
>> Dear all
>>
>> I am just wondering whether anyone has experience of their institution
>> agreeing a slightly reduced (teaching) workload for a member of staff
>> with a chronic medical condition, as a reasonable adjustment, WITHOUT
>> them losing pay?
>> regards, Deb
>> --
>> Deb Viney, Diversity Advisor, SOAS
>> ---------------------------------------------------------
>> Bloomsbury Diversity Week is 10th - 15th Nov 2008. If you fancy
>> joining the fabulous SOAS World Music Choir for an afternoon on Monday
>> 10th Nov, please contact [log in to unmask] <mailto:[log in to unmask]> for a
>> registration form.
>> ---------------------------------------------------------
>> School of Oriental and African Studies
>> (SOAS), Thornhaugh Street, Russell Square, London, WC1H 0XG tel: 0207
>> 898 4957 email: [log in to unmask] <mailto:[log in to unmask]>
>
--
Sanchia Alasia (nee Smithson)
Employee Relations Officer (Diversity and Engagement)
T: 020 7882 5585
F: 020 8983 3440
Human Resources
Queen Mary University of London
Mile End Road
London
E1 4NS
Diversity reflects us all ... Equality protects us all
|