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Hello again,
I was on here a few months ago and got some great advice regarding my situation with my employers, ultimately i was dismissed, however I have been progressing an employment tribunal claim and have a preliminary hearing next week.
I have claimed, failure to make reasonable adjustments, discrimination and victimisation and unfair dismissal. I am representing myself and just need perhaps nudging in the right direction if anyone can
Is the employers duty to make reasonable adjustments “proactive”,?
(I.e xyz ltd employs a employee who they are aware is disabled and requires support, does the employer have a duty to investigate what reasonable adjustments are required or do they have to wait for the employee to suggest them)
When does the duty to make reasonable adjustments arise?
(I am aware that reasonable adjustments are required for interviews etc, but once the company engages the employee who is responsible for suggesting adjustments?
If an employee submits a grievance relating to failure to make reasonable adjustments and offers some suggestions which the employer makes, but then makes no further effort to identify or research whatadditional support was available to both parties, has the employer failed in its duty to make reasonable adjustments
Is consulting with access to work itself a reasonable adjustment
Is the failure to consult with a specialist such as occupational health provider or access to work to identify reasonable adjustments a failure of the employers duty to make reasonable adjustments?
Would failures such as this be considered continuting acts?
If they are continuing acts, does this mean that evidence can be put forward by the claimant from commencement of employment?
like i say any help would be greatly appreciated
I was on here a few months ago and got some great advice regarding my situation with my employers, ultimately i was dismissed, however I have been progressing an employment tribunal claim and have a preliminary hearing next week.
I have claimed, failure to make reasonable adjustments, discrimination and victimisation and unfair dismissal. I am representing myself and just need perhaps nudging in the right direction if anyone can
Is the employers duty to make reasonable adjustments “proactive”,?
(I.e xyz ltd employs a employee who they are aware is disabled and requires support, does the employer have a duty to investigate what reasonable adjustments are required or do they have to wait for the employee to suggest them)
When does the duty to make reasonable adjustments arise?
(I am aware that reasonable adjustments are required for interviews etc, but once the company engages the employee who is responsible for suggesting adjustments?
If an employee submits a grievance relating to failure to make reasonable adjustments and offers some suggestions which the employer makes, but then makes no further effort to identify or research whatadditional support was available to both parties, has the employer failed in its duty to make reasonable adjustments
Is consulting with access to work itself a reasonable adjustment
Is the failure to consult with a specialist such as occupational health provider or access to work to identify reasonable adjustments a failure of the employers duty to make reasonable adjustments?
Would failures such as this be considered continuting acts?
If they are continuing acts, does this mean that evidence can be put forward by the claimant from commencement of employment?
like i say any help would be greatly appreciated
