Lesley,

Below is an extract from Personnel Today Oct 2012 which is quite helpful.

 

Q Can allowing a meeting to be recorded be a reasonable adjustment for a disabled employee?

Yes. For example, an employee who is not able to take his or her own notes of a meeting due to a physical or mental impairment that prevents him or her from doing so may ask for an audio recording of the meeting as an alternative.

If a disabled employee asks to record the meeting, the employer should consider:

·    whether or not recording the meeting would remove any disadvantage that employee has; and

·    whether there are any alternative options which could remove the disadvantage; for example, would the employee be happy to rely on notes taken on his or her behalf by a companion accompanying him or her to the meeting?

If recording the meeting would not remove any disadvantage or there is a reasonable alternative way of preventing the disadvantage, the meeting need not be recorded.

 

From another question and this was about grievance and disciplinary meetings  so different scenario but useful re the practicalities.

An employee does not have the right to record a meeting. Meetings may, however, be recorded with the employer's consent.

In practice, recording meetings may make those taking part uncomfortable and so may not be helpful to the conduct of the meeting. As a result, rather than recording a meeting it is preferable to have a neutral person present to take notes, which may be circulated and agreed afterwards.

 

Regards

Sheila

 

 

 

Hello

 

We have now had a number of staff who have had dyslexia assessments and one of the recommended reasonable adjustments is for them to record meetings.  This is causing a huge problem as their managers and colleagues do not want to have their meetings recorded.  I have been asked if we have to follow this recommendation.  My view is that it is reasonable and therefore we would be in breach of our duty to provide reasonable adjustments if we don’t support this.

 

However, it may make it more comfortable for the other staff if there were some “rules” around what the recordings are used for, who could use them and in what circumstances.

 

Have any of you come across this?  What do you do? Do you have any guidance/rules?

 

Thanks

 

Lesley

 

Lesley Gyford

Head of Equality and Diversity

University of Derby

Tel: 01332 591433

Email: [log in to unmask]

 

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