Hi Tammy, please give me a ring to discuss tomorrow as we do employ
support workers. 01482 466333
Regards
Anne
-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]] On Behalf Of Rich, Tammy
Sent: Monday, January 30, 2012 5:02 PM
To: [log in to unmask]
Subject: Employing a Support Worker approved by Access to Work
Dear Colleagues
We have a disabled member of staff who has been assessed as requiring a
support worker for 3 hours a week for, initially, a period of 3 years.
Costs have been allocated by Access to Work to include all 'add on
costs'.
Because the disabled member of staff is employed by the University, the
support worker needs to be employed by the University too. This means
that the University has to have a direct employment relationship with
the support worker.
Given that employees have certain rights depending on how they are
employed eg. as an agency worker, on fixed term contract or as a
permanent member of staff, this has prompted questions about how best to
proceed. We don't want to engage someone in a way that incurs extra
costs eg. a redundancy payment, and we don't want to breach equality
considerations - selecting someone as opposed to open recruitment!
Does anyone employ support workers in their organisation and, if so, do
you put limitations on the length of time they can be employed in order
to mitigate employment complications? I am concerned about this option
as it disadvantages the disabled member of staff by limiting the time
they can have consistent support from one person. On the other hand, the
University is concerned about extra costs which may be incurred at a
time when we are reducing what we spend.
Any advice would be very welcome
Many thanks
Tammy
Tammy Rich
Equality Adviser I Equality Unit
T + 44 (0)20 8417 4025 / Internal 64025
Typetalk 18001 020 8417 4025
F + 44 (0)20 8417 4159
E [log in to unmask]
www.kingston.ac.uk
53 Portland Road, Kingston upon Thames KT1 2SH
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