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Thanks.
Best wishes, Fiona
Fiona McLean,
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-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]] On Behalf Of Lesley Gyford
Sent: 23 September 2008 09:47
To: [log in to unmask]
Subject: Re: does anyone have experience of reduced workload as a
reasonable adjustment?
Hi
We have had a couple of cases where we introduced similar things as a
"reasonable adjustment".
In the first case the academic had a illness which was affecting his
ability to work. Initially we reduced his workload and hours for a
trial period at full pay. However, when it looked as if the reduction
would be likely to last for a much longer period of time we did reduce
the pay in proportion to the reduction in hours.
In the other case the person concerned had a long term medical condition
which affected their ability to perform to the same level as colleagues
(they were in a commercial research area where they had income
generation targets). The targets and actual work load were not the same
as colleagues working in the same role, on the same hours, with the same
salary. This was considered by our solicitors and by the Disability
Advisors as a "reasonable adjustment".
Unfortunately, the person concerned was eventually unable to even cope
with this reduced workload and it was felt that it would not be
"reasonable" in terms of the business to reduce it further and so the
person concerned was retired on ill health grounds.
If you would like any further information please do not hesitate to
contact me.
Lesley Gyford
Head of Equality, Diversity and Policy
01332 591433
-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]] On Behalf Of Sanchia Alasia
Sent: 23 September 2008 09:25
To: [log in to unmask]
Subject: Re: does anyone have experience of reduced workload as a
reasonable adjustment?
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
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