Making "Reasonable Adjustments"

THIS PAGE CONTAINS DETAILS OF ADJUSTMENTS MADE TO ENABLE WORKERS

I had problems using public transport to get to and from work, Walking along a shared pavement/cylceway to get to and from work and Reading things at an acceptable speed. Access to Work Taxis. I got paid time off for long cane mobility training. Paid time off to attend at an assesment centre for guide dogs. Support, if needed, to house a dog at work. CCTV Magnifier. Large computer screen and fully movable stand. Desk light, Speciallist magnifying software for PC. Provision of a wheel mouse. Extra work space to accomodate equipment. Time to meet with experts in order to claim full state benefit entitlements. Pocket Dictation machine. These adjustments solved my problems.

Just to let you know that there is help out there. If you are having difficulty with seeing things on your PCs screen (all applications) try a software package called Zoom Text Xtra 7.0. A Google search on the internet using this title will give you a lot more information. The latest version, Zoom Text 8 is now out also, to find out more click on this link.

As my eyesight becomes more blurred the brighter the light levels I had trouble using the PC screen and as it got worse the text on screen was not large enough. I had trouble reading documents as I have to read through a lot of European Commission Documents and the print size is quite small.

I had to apply through Access to Work and was assessed by the Technology Officer from the RNIB, who recommended a range of equipment large monitor with arm, cctv reader and portable reader), and magnification software with necessary training. However, there were 'logistic problems' and to do all of the adjustments took 15 months.

The solution worked. The equipment I have is for my worse days (as some are better than others), and mostly solved the problems I was having. The magnifying software was updated (Zoomtext Version 9.0) without too much fuss, and this version is a lot better than previously

We had a wheelchair user who was unable to access the coffee machine, and was dependant on others for his drinks. I wrote a stiff letter to the Facilities manger jolly well giving him a piece of my mind. The office has now been redesigned. Spiffing!!!

I had access issues which affected my ability to get to work. An access audit was done on the workplace and a electric wheelchair and other equipment put in place; this enables me to still work with my disability

30 year old male HIV+. Shift worker who finds it difficult to take his combination therapy with a meal because of his shift pattern. We argued that he should be allowed to work 9-5 Monday to Friday. A compromise was agreed of 9-5 Tuesday to Saturday. We felt that this was a reasonable adjustment. The member also failed to disclose his HIV status on his application form, giving rise to a question of trust. We successfully argued that HIV is covered by the DDA with regard to confidentiality, and although the employer has every right to ask the question he does not have to answer it if he felt (as he did) that he would be discriminated against. I am unaware of any case law that has proved this - perhaps no employer wants to be the first in that tribunal!

In another case a female age 42, who was a junior manager, had an enlarged heart problem. Amazingly her GP says she HAS got a DDA defined disability! She is unable to work shifts/full time. She's currently in a new role (on a lower grade) and she came to us for help. I have requested that she be given her old job back 3 days a week 9 til 5, she works in the call centre who are not known for their compassion so I've threatend them with a commitment 3 kicking!

My employer gave me a graduated return to work and allowed me to work flexible hours to reduce the stress of travelling to work (I was already working part time). I was subsequently successful in applying for another job with the same employer. The job was full-time and so I negotiated a reasonable adjustment of part-time hours 3 days a week on a job share basis (I wrote a letter with my application declaring that I had a medical condition covered by the DDA and detailing the adjustments I required), plus some flexibility of working hours. If applying for full-time work, I would like to suggest negotiating the adjustment of a graduated start to a new job for those with mental health disabilities as this would reduce the stress and risk of a reoccurrence of their illness.

I successfully returned to work with no further problems. I successfully settled into my new job. The adjustment of asking for part-time hours enabled me to apply for more jobs than would have otherwise been open to me, as most jobs are full-time.

32 year old female. Severe depression, concentration affected by very large doses of anti depressants. Her manager was trying to persuade her to go to part-time working as she was unable to carry out her duties properly after the first three days at work. We successfully argued that the employer make a reasonable adjustment in accordance with their existing sickness policy. She should work Monday, Wednesday and Friday and that she should receive her full wage as sick pay for the other 2 days. This arrangement will continue for 6 months when she will then receive half pay for a further 6 months.

I have just had to undergo major surgery and have had a total hip replacement. My employer kept in contact with me while I was recovering. Then, when I was able to do some work, they arranged for me to work from home. 'Access To Work' (ATW) were also consulted and asked to pay for the computer work needed to link me up to my desktop at work and the server. This allowed me to have virtual access to my work e-mail and all files and documents on the server. As I progressed and became more mobile. ATW paid for Taxis to enable me to go into the office, as I am not allowed to drive yet. My employer consulted with me and we agreed a gradual return to work. I would go into the office one day, then two, then three, and the other days work from home until I am fully recovered. Hip replacements can have a long recovery period especially if you already have previous operations and disability in the other hip. By working with my employer and ATW I have managed this. Did the adjustments work? Well, I am still in the process. I am up to working my full time hours, but still do some work from home. The adjustments are reviewed regularly, which is enabling me to return to full time work taking into account my disability and circumstances.