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Re: Internal Transfer at work
OK, here's what I've come up with so far. You need to fill in the equipment part and we can add more later.
Please accept this as a formal Grievance.
Disability.
The Company knows that I have Hypermobility and that it is a disability. You have Occupational Health reports stating that I score 6-7 on their 'needs help' form, photos of my hands, a sketch of how my hands work, sick notes etc.
Equipment.
The Company has promised to provide the following equipment in order to significantly reduce the amount of pain and aggravation of other symptoms that I suffer.
1. Special mouse??? (You need to fill these in.)
2. Different keyboard???
3.???
I have been raising that it hasn't been provided and that I really need it (sometimes in tears) at least once a month, and each time I'm assured that something will be done, but so far nothing has been done about it.
I don't understand why not. I know that the Company is capable of procuring the equipment because it was provided to me when I worked at your other unit. Has a decision been made not to provide it after all and also not to inform me?
Without it I am really suffering. I now have significantly increased levels of pain, difficulty sleeping, headaches, I don't want to get out of bed in the mornings and I'm crying a lot because of the helplessness and sense of desperation that I feel.
I had previously believed that providing equipment or making other changes was something nice that employers did for their disabled employees. However, I have just been advised that complying with the duty to make reasonable adjustments is a statutory requirement and that failure to do so is disability discrimination.
Absence management Stage 1.
I have been told that I will have a Stage 1 meeting and that, if it goes on the internal systems it can block a transfer. At least one of my absences is disability-related.
The advice I just received is that treating disabled employees exactly the same as others during absence management procedures is likely to be indirect disability discrimination and that adjustments should be made e.g. discounting disability-related absences.
Transfer.
I have asked to be transferred to any other unit and this has been declined mostly on the grounds that cover is needed.
I have now learned that there's a role available at my former unit XXXX. This would be ideal for me, as a reasonable adjustment, because the equipment I need was provided when I worked there. So, it's likely that this transfer would solve most of my problems.
If you would like to hold a meeting with me to discuss these matters could you please give me a week's notice so that I have time to prepare and to arrange to have someone to accompany me.
Yours etc.
OK, here's what I've come up with so far. You need to fill in the equipment part and we can add more later.
Please accept this as a formal Grievance.
Disability.
The Company knows that I have Hypermobility and that it is a disability. You have Occupational Health reports stating that I score 6-7 on their 'needs help' form, photos of my hands, a sketch of how my hands work, sick notes etc.
Equipment.
The Company has promised to provide the following equipment in order to significantly reduce the amount of pain and aggravation of other symptoms that I suffer.
1. Special mouse??? (You need to fill these in.)
2. Different keyboard???
3.???
I have been raising that it hasn't been provided and that I really need it (sometimes in tears) at least once a month, and each time I'm assured that something will be done, but so far nothing has been done about it.
I don't understand why not. I know that the Company is capable of procuring the equipment because it was provided to me when I worked at your other unit. Has a decision been made not to provide it after all and also not to inform me?
Without it I am really suffering. I now have significantly increased levels of pain, difficulty sleeping, headaches, I don't want to get out of bed in the mornings and I'm crying a lot because of the helplessness and sense of desperation that I feel.
I had previously believed that providing equipment or making other changes was something nice that employers did for their disabled employees. However, I have just been advised that complying with the duty to make reasonable adjustments is a statutory requirement and that failure to do so is disability discrimination.
Absence management Stage 1.
I have been told that I will have a Stage 1 meeting and that, if it goes on the internal systems it can block a transfer. At least one of my absences is disability-related.
The advice I just received is that treating disabled employees exactly the same as others during absence management procedures is likely to be indirect disability discrimination and that adjustments should be made e.g. discounting disability-related absences.
Transfer.
I have asked to be transferred to any other unit and this has been declined mostly on the grounds that cover is needed.
I have now learned that there's a role available at my former unit XXXX. This would be ideal for me, as a reasonable adjustment, because the equipment I need was provided when I worked there. So, it's likely that this transfer would solve most of my problems.
If you would like to hold a meeting with me to discuss these matters could you please give me a week's notice so that I have time to prepare and to arrange to have someone to accompany me.
Yours etc.
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