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
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