Reasonable adjustments none?

[Joe261985]

Any help would be appreciated. I took on a new job in November, I am in food production management and have been for years now. I always had some issues but the advances in insulin have always helped, just the nature of the job one minute quiet next all hell breaks loose because lines breakdown or a quality issue mean difficult to balance the long term insulin to not get caught high or low. I had been doing OK dealing with this in the past and was either working 8 hour shifts or 4 on 4 off so good time to recover if I had a bed shift. The new role is a 3 and 2 shift, along with that it is incredibly busy at the moment we are maxed out on capacity workload and the knock on affect is during my weekends on we do not finish all the work and it is expected to stay to job finish so these days becoming 14 hours plus travelling to and from work.

I am currently on the waiting list for a pump, hopefully this year and so when I was getting issues with not recovering on my days off especially if I had a course so only one day off I asked about temporary move to an hour role until I can get my pump. They was also advertising for a packaging store man at a similar rate of pay on an 8 hour position.

At first they asked me to stay on shift a little longer but they would look to see what they could do and as such it went down the list of priorities so I saw occupational health as I ended up off sick for a couple of day. Their report agreed recommending a temporary move to 8 hours while awaiting the pump.

Then yesterday I was taken in the office by the HR director and my operations manager and told that there was nothing in the business they could put me on, I questioned the packaging role and they said there had been a development in that they now want someone to be the next replacement for senior packaging buyer so this person will effectively become his Junior and I do not fit that role wwll enough, although external adverts for the job do not reflect this. They offered me 2 months notice plus I could complete a course I am doing with the business coming back in on the course days even if I find alternative employment.

When they asked me what i thought to that I said I did not like the uncertainty of leaving a job without another and the 2 months would go quickly trying to find employment especially as I would be a bit limited to shifts knowing what this role did and not having the pump yet. I said I would rather just stay on my 12 hour shift if there was truly nothing else in the business and take my job day by day while actively searching to leave. They did not look to happy with this and tried to use safety but I always as ops around me 100 under my management and have never lost consciousness in this role with the issues I am having and always treated my hypos.

The meeting was left there and I was told to not come in at 6 am for my shift Monday but 9 am and go straight for a meeting after taking the weekend to think about.

I was just wondering people's thoughts who potentially have been successful in gaining reasonable adjustments when company said not there as they moved the goalpost on the job I suggested and have 60-70 % 8 hour roles in the business. Has anybody challenged an employer on reasonable adjustments? There is also the worry of to take any further I have to raise a grievance which would effectively be me raising a grievance with HR against the HR director.

From the way I understand the law if I can prove there is reasonable adjustments especially with the occupational health recommending as a temporary measure until the pump the fact they were offering to pay me notice to leave the business for no other reason than this, my performance in general has never been in question targets and such. It sounds like discrimination as they do not want me in the business due to my condition.

Thanks in advance.

 

[tim2000s]

Hi @Joe261985 it's always difficult in situations like this. It sounds as though the eight hour days while awaiting a pump is a reasonable adjustment, but it also sounds as though you may have some management issues with your diabetes. At first glance, it does sound as though you have a grievance, but there are always two sides to the story.

Have you been having hypos at work a lot?

I don't recall, even when doing labour in fields and factories, having to spend weekends recovering and feeling worse for not doing so, so I wondered whether your blood glucose levels are up and down a lot?

I'm tagging @AndBreathe who can give much more insight into this stuff than I can.

 

[AndBreathe]

@Joe261985 - You talk about becoming very exhausted by the current working regime, but (aside from having a sick day), were you exhibiting any issues whilst actually at work? Were you having hypers/hypos, or anything? I'm just trying to understand what your employer is seeing, in terms of the issues, or your symptoms, as opposed to what you may have described to them.

If your absence triggered an HR intervention for "a couple of days" off, had you had any other sick leave during your employment term; the last 7 months? Do you know what the Managing Absence policy says about sick leave and HR triggers?

The alternative role you felt might be suitable; would you require training to be functional in this role, and would you have been content to accept that as a permanent change, rather than temporary adjustment?

You have stated you have rejected their offer of a paid, managed exit from the business, but then say, but I'll keep looking for a job in the meantime. I'm not sure that would feel all that palatable to any employer. They're trying to manage their business, and the reality is you have told them you'll stay in a job you describe as un-fulfil-able (is that actually a word?!) by yourself, yet they know you're looking to leave, but don't know when. That can't feel great to them.

Have you tried asking your diabetes management folks if they have any idea when you will receive your pump? It might help your case to be able to identify (within reason) how transient these adjustments would have to be.

I'd also ask you to think about what the outcomes are likely to be, assuming your employer accepts your counter-proposal of staying in your current role. Carrying on as you have been; what adjustments could you make to your life (at work and/or at home) in order to make the nature of your current role tolerable. If the increase in work and hours is also transient for the business, perhaps seasonality or something, then there could be a natural end in sight for the issue anyway.

If you ended up on Monday at a stand-off with your employer, with you unwilling to accept their offer, and them too concerned to allow you to continue is a situation you have clearly expressed to them as being unworkable, what would your counter proposal be at that point? I think you need to be prepared for that. Would you just walk and explore constructive dismissal or actively want to find another solution?

All in all, I think much depends how you have expressed yourself to your employer in making your case for adjustments. If you are a member of a union, I suggest you contact them immediately and talk through your position. Additionally, I would contact ACAS who will understand the details of the law. The ACAS website has lots of information on it. Finally, in your shoes, personally, I would be considering a chat with a lawyer, specialising in employment law and discrimination to explore the nuances of your situation. Whilst many do a "free consultation", these are usually time limited, and my experience a "free 30 minutes" might only scratch the surface. Moving forward, such a lawyer can cost upwards of £400+VAT an hour, so the bill crank up pretty quickly. Check your household insurance cover and see if you have legal cover. Some do, but some do, but exclude employment issues.

I'm not a lawyer, or an HR person, but have significant experience of managing people through all manner of situations, but just like diabetes, every case is different, and generalisation can be unhelpful.

I'm sorry that's such a ramble, but it's my response, on-the-hoof.

 

[Joe261985]

Thank you for your replies @AndBreathe and @tim2000s . I will try and answer all the extra bits you guys wanted to know 1 by 1.

The management issues with my diabetes I seem to have from my perspective seem to come from the shift and job, it is quite am intense environment that when things go wrong it is all on my shoulders been shift manager and everything to do with the factory floor is channeled through me. Where as in the past I had an assistant to delegate parts to that is not the case here. But I do understand that the business does not require one and as such that would be an unreasonable request.

I don't have any hypos that required intervention although I have gone low to a point it was obvious to others as I was checking my blood sugar something was not right. And the part about weekends recovering is that would have been my weekend at work and it is until job finish and not the 12 hours and with there being capacity issues in the business it is regularly 13 hours Saturday and 14 hours Sunday and then I have shift reports to send when the operatives have finished at that time.

I have made my employer and occupational health aware, part of the problem to try and avoid hypos I run my blood sugar higher at work as this gives me a bit of a safety net when things do go wrong. But on my days off I then try to come to my levels I am happy with so chopping and changing. They know I run high and as above have seen some hypos and also hypersensitivity with me being lethargic I would guess been the main one they see.

I haven't hit any absence triggers yet and this was the reason for me requesting occupational health as I wanted to make sure they were aware I was struggling before it became an issue.

The alternative role would have required familiarisation I would say as it is all excel or paper based which I can do, managing stock we use on lines so I know the products so from what i could see.

In regards to refusing the offer that wasn't how the conversation ending, May have not got it all in order above been quite highly charged when writing, then when they said what would I do as there was nothing in the company that would be a reasonable adjustment I said I will continue as long as I can as I would not want to leave a job without another, so I can understand your point about not good for them to have someone in a job who does not want to be in a job but I find it hypocritical of them to tell me I should leave to do the best for myself and my family because then I am not there problem yet if I do not find something in the 2 months, they worry is being in food I now know there are shifts and environments I may not be suited to until a pump so narrows my search criteria until I have a pump. I don't want to come across as I probably am which is someone making it hard for them but the business is big, we are talking a few hundred people not an office with 5 or 10 and the majority do 8 hours. I could almost understand more scepticism if I was saying I wanted a permanent move but I agree with occupational health that when I get the pump it would be good to try again with a better management system for my diabetes. They dont want to seem to give me that opportunity.

That leads me on to speaking to my diabetes clinic they said they would see if they could get me a date I imagine due to the circumstances but with the meeting being first thing Monday morning I doubt I will have that date by then.

They did actually mention that part of the uplift is seasonal early on in the meeting but then when I said if there was nothing else I would stay they did not resist and just continued to show there disapproval to that idea citing they were worried about me. I don't want to leave and really want to give the pump a chance but they are not on the same page. As I say I have made adjustments with my work day rest day levels and try to stay on top but I seem to have hit my limit whether that be of what my body and the insulin set up I use can take or my knowledge, but I only did my carb counting last year and can control on days away once I get the level back I am happy with.

If Monday ends up a stand off then I will continue until they make there move, be it if they try to do it on capability or just push on me to manage me out the business, if it does hit a stand off though I will have my grievance letter and a formal reasonable request letter ready to hand in so they have to formally reply to both as once we get to that point the other for extra payment for me to leave will be off the table and then from my point I have nothing to lose in pushing for what I want which is help to stay in the business with the view to try again once I get my pump.

I am not in a union, I have been looking through my paperwork for any legal cover but hadn't found any yet. I am in contact with acas and there advice was raise a grievance following the meeting.

Many thanks for both your inputs so far and hope I have explained a bit more to make it a bit clearer?

 

[AndBreathe]

Thank you for your replies @AndBreathe and @tim2000s . I will try and answer all the extra bits you guys wanted to know 1 by 1.

The management issues with my diabetes I seem to have from my perspective seem to come from the shift and job, it is quite am intense environment that when things go wrong it is all on my shoulders been shift manager and everything to do with the factory floor is channeled through me. Where as in the past I had an assistant to delegate parts to that is not the case here. But I do understand that the business does not require one and as such that would be an unreasonable request.

I don't have any hypos that required intervention although I have gone low to a point it was obvious to others as I was checking my blood sugar something was not right. And the part about weekends recovering is that would have been my weekend at work and it is until job finish and not the 12 hours and with there being capacity issues in the business it is regularly 13 hours Saturday and 14 hours Sunday and then I have shift reports to send when the operatives have finished at that time.

I have made my employer and occupational health aware, part of the problem to try and avoid hypos I run my blood sugar higher at work as this gives me a bit of a safety net when things do go wrong. But on my days off I then try to come to my levels I am happy with so chopping and changing. They know I run high and as above have seen some hypos and also hypersensitivity with me being lethargic I would guess been the main one they see.

I haven't hit any absence triggers yet and this was the reason for me requesting occupational health as I wanted to make sure they were aware I was struggling before it became an issue.

The alternative role would have required familiarisation I would say as it is all excel or paper based which I can do, managing stock we use on lines so I know the products so from what i could see.

In regards to refusing the offer that wasn't how the conversation ending, May have not got it all in order above been quite highly charged when writing, then when they said what would I do as there was nothing in the company that would be a reasonable adjustment I said I will continue as long as I can as I would not want to leave a job without another, so I can understand your point about not good for them to have someone in a job who does not want to be in a job but I find it hypocritical of them to tell me I should leave to do the best for myself and my family because then I am not there problem yet if I do not find something in the 2 months, they worry is being in food I now know there are shifts and environments I may not be suited to until a pump so narrows my search criteria until I have a pump. I don't want to come across as I probably am which is someone making it hard for them but the business is big, we are talking a few hundred people not an office with 5 or 10 and the majority do 8 hours. I could almost understand more scepticism if I was saying I wanted a permanent move but I agree with occupational health that when I get the pump it would be good to try again with a better management system for my diabetes. They dont want to seem to give me that opportunity.

That leads me on to speaking to my diabetes clinic they said they would see if they could get me a date I imagine due to the circumstances but with the meeting being first thing Monday morning I doubt I will have that date by then.

They did actually mention that part of the uplift is seasonal early on in the meeting but then when I said if there was nothing else I would stay they did not resist and just continued to show there disapproval to that idea citing they were worried about me. I don't want to leave and really want to give the pump a chance but they are not on the same page. As I say I have made adjustments with my work day rest day levels and try to stay on top but I seem to have hit my limit whether that be of what my body and the insulin set up I use can take or my knowledge, but I only did my carb counting last year and can control on days away once I get the level back I am happy with.

If Monday ends up a stand off then I will continue until they make there move, be it if they try to do it on capability or just push on me to manage me out the business, if it does hit a stand off though I will have my grievance letter and a formal reasonable request letter ready to hand in so they have to formally reply to both as once we get to that point the other for extra payment for me to leave will be off the table and then from my point I have nothing to lose in pushing for what I want which is help to stay in the business with the view to try again once I get my pump.

I am not in a union, I have been looking through my paperwork for any legal cover but hadn't found any yet. I am in contact with acas and there advice was raise a grievance following the meeting.

Many thanks for both your inputs so far and hope I have explained a bit more to make it a bit clearer?

Joe - That took a bit of working through. Things are a bit clearer to me, but not fully so, so in making my response, I'm afraid I also have a few more questions along the way. Anyway, here goes.

Firstly, you state you are not a member of a union. It could serve you well to join one, as they can always help guide you through the sort of process you are facing. Obviously it's your choice, but if you have a union actively involved in a dispute, they will often pay for legal representation if your case requires it. It could be useful to investigate any options you have.

Moving forward: Did you ascertain when the seasonal busy period ends? I think that's rather important in your situation when you are deciding on your next steps. If the seasonality is, for example, related to a produce cropping season (could be a few weeks), or because your company produces salads (could be a few months until, say, end of August) or because of staff shortages due to holiday (could arguably get worse when school holidays happen) or something else, but knowing when the seasonality issue will ease would significantly help. This aligns a bit with your pump date, as that determines when this crisis might ease; although going onto a pump won't necessarily make things easier straight away, as I understand it.

Did they actually tell you to leave, or did they make the option of leaving in a couple of months? During that 2 months, did you have to actually work for the company, or would you effectively be released almost immediately, but with a couple of months' pay, which they may have seen as a way of you having the opportunity to fully recover your control, plus look for another, more suitable role?

Don't get me wrong; I'm not saying they're right, have the right or it would be in your best interests, just trying to look at it from all angles, and try to understand how they might think it would be an attractive offer to you.

If it went onto the able as an option they wanted you to seriously consider, and that's why they want to meet again on Monday, then I can see why they might do that. Maybe.

Thinking about how you're currently managing your diabetes on your work days and days off, I can't offer you any constructive input there as I'm neither T1 or an insulin user, but I am wondering if choping and changing what you're doing every few days (especially as you are changing the levels you're running on, as opposed to changing basal and bolus levels to keep you running between the same numbers) is the best way forward. I wonder if @tim2000s has a moment to shoot me down in magnificent flames on that one!??? My gut feel is I know my body likes to run quite steadily, rather than have lots of chopping and changing, and even most normies feel that way. My body feels stressed if I change from eating, drinking and exercising in a certain way on a day to day basis. But, please, please accept that little brain dump in the spirit it's intended. I'm in no position to judge or advise.

Next, and almost winding up for this response; I would suggest you absolutely avoid a stand-off situation on Monday. It's an unhelpful, and very stressful environment in which to operate, and the additional stress won't help with your diabetes management. If it looks like it's heading in that direction, I would suggest you ask that the meeting be stopped, to reconvene when you have heard from your diabetes clinic about your waiting time for a pump, and had some more time to think things through. Until you know where you are in the pump process/waiting list, you can't reasonably make a judgement for yourself on how long you might be able to tolerate your current situation continuing.

As a matter of interest, if HR had just said that you were considered unsuitable for the alternative role you identified, and not offered their compromise exit, what would you actually have done?

I appreciate HR have made this compromise offer. Did you have any indication if they were making the offer regrettably, or did they suggest they actually have an issue with you, rather than them purely responding too your approaching them, voicing your concerns?

Finally, when I wrote my first response I meant to mention the Diabetes UK Advocacy Line, but reading back, I obviously forgot. The DUK (as opposed to this site which is DCUK) link is: https://www.diabetes.org.uk/How_we_help/Advocacy/

I appreciate you will be unable to contact them before your Monday meeting, but a call to them could be useful, whatever the outcome on Monday.

I think in your shoes, either deferring the meeting completely or listening to them first would be my preferred option. In my view, you need more time to really understand where you stand.

I told you there'd be more questions!!

 

[Joe261985]

@AndBreathe thanks for another lengthy reply I really appreciate the time you are taking to offer your insight and thoughts.

Firstly yes I am considering a union going forward following this just for peace of mind, I had it for so long and didn't realise that just knowing they are there should something happen is a big help.

Unsure of the busy period I haven't been able to find that out myself but they did not go into any more information during the meeting with regard to when it would end although it was noticeably quite November to February and it is fruit so I would hazard a guess the end of summer. They also did not seem interested when I spoke about pump date they didn't say well if you can get a date next week we can go from there I got the feeling even if I did have a date they would not be interested.

The 2 month offer was with immediate release, as you say about it may be an attractive offer I think that is what they were hoping so I would grab it. But given the struggles I am having in this role to add the stress off finding the "right" job on top of the time limit is not the sort of uncertainty I would like.

I think I agree with your ne t part, I find as much routine as I can get makes my control so much better and as such that is what throws it out the complete inability to plan for the days work, added to long hours and the fact I am chopping and changing on the work and rest days and u only do that as the bigger picture is always my HBA1C.

I agree completely about avoiding the stand off situation if possible and if I could choose would want to do the meeting when I knew a pump date if my clinic could give me one this week but as I said they seemed dis-interested by this. They also didn't want me to start my shift at 6 Monday and wanted me to come in at 9 straight to the meeting which had alarm bells as they have said there is no jobs for me know then hours so I think I know what way they expect the meeting to go. Ad they gave said they cannot accommodate a change of hours I will get starting at 6. So I do not think the option to reconvene will be possible.

I would have continued as is if they had done nothing other than said there was no other roles. I am not in a position to be comfortable up and leaving so if they are going to put me in that position then I will make it up to them to terminate the employment and not me.

I was obviously feeling quite vulnerable in the meeting but it seemed like a problem with me, I can only speculate but I feel like they have now seen my struggle to perform, as I say no problem in the beginning was getting good feedback, then it ramped up and I was doing what I coupon d while maintaining control, was told my shift was not performing so pushed myself to get the shift performing beyond my diabetes management capabilities it would seem and so then hit to this point of limbo trying to do what I can to survive performance wise while doing the best I can with my diabetes as long as I am getting the targets. Also my manager is aware of all that as we have spoke at each step, lower performance so I picked my workload up, then blood sugar control issues so I told him I was struggling with the sudden increase and that i was having to run higher to try and counteract some of it.

Many thanks for that contact I will try them Monday. Also thanks for all your other points, it is helpful to have more input. Hope I have made what seems a very muddy puddles of things a little clearer?

 

[AndBreathe]

OK. Here's what falls out of my brain, straight from the hip, right now. I'm conscious tomorrow is close, so look back in a few minutes, so that I can type it up?

 

[AndBreathe]

OK, here goes.

I wouldn't set too much to store in the 9am start. HR, probably don't start until 9am, or close to, and maybe they feel if you have decided to accept their offer there is a potential for unwanted conversations in the workplace. I imagine the compromise agreement (that's how I interpret their offer, especially in the light of your clarification) will probably include a gagging paragraph, meaning your terms must not be discussed.

Moving forward to the actuall meeting though.

At my turn to talk (as I imagine they will open with some minor small talk, then ask if you have reached a decision), I would say that you've considered things very carefully, but are unable to make a final response today (meaning Monday).

I would suggest you state, you really don't want to leave and are keen to find a way to stay in their employ. State that you have not been able to talk to your diabetes team to get an indication of when your pump may be available, and furthermore to take specialist advice on what, if any, further interim steps you might take to help you feel better whilst managing the erratic hours and shift activity.

I think that demonstrates you are trying to be positive, and should it ever come to any tribunal, it would seem potentially unreasonable (based purely on your recollection and interpretation of the meeting) to decline your request.

At that point, they may tell you to go home and do all of that, or they may ask how long you need, and I would suggest a week. That allows your team time to respond, and you time to think.

If they state the offer is take it or leave it now ( I really, really doubt they would), then personally, I would not accept it, because you could be giving up all sorts of rights and privileges. They should at the absolutely least allow you to read the document you would have to sign, and take legal advice.

I can't second guess every option, on the hoof, but they will have some inkling of what decent behavior it.

I really hope it goes well for you, but I'll keep an eye out for an update. Good luck!

 

[Joe261985]

Long time no reply, I have been having a hard time juggling all of it.

For anyone wondering or who may find themselves in similar situations and stumble across this I felt I should update to atleast show how mine is going, and yes by that I mean it has not ended yet.

So I went in on the Monday and they actually apologised about how the offer may have come across and how I may have felt over the weekend. (think this was damage control as I had not accepted on the spot and from my response in that meeting they knew I more than likely would not) they still insisted there were no 8 hour positions in the company so the best they could do was move me to line leader which is the level below what I do temporarily while I await the pump. I agreed to give this a try.

After a week and a half I knew this position was not suitable as the shifts were the same the workload was just as on and off as my job flat out one minute and not the next and running a line which depend on me to be watching over it to get the best performance meant getting out to do blood sugar checks anytime apart from the set break times was near impossible. This resulted in issues with control still and running high to try and combat this.

Along with this the packaging jib u had seen was still been done by an agency and I had seen a planner job advertised on external job sites so I raised a formal request for reasonable adjustments because also while I was doing the 12 hours line leading another op who had been off on long term sick had come back on the same shift pattern but 6 hours so my thoughts were why could they not do 8 hours for me.

In the meeting I was told the production planner job was an issue as the department was struggling so they had to bring someone out of retirement on a part time basis to help so they said another new person in there would not be sustainable, I agreed with that. Then they moved onto to the packaging job and their reasons were it was a stressful job so I would not be suitable due to my diabetes. Also they said it was a small department so if I was off sick it would cause issues. Finally they said that the managers people skills weren't the best so that wouldn't be a good environment for me either. Now I was sure with this blatant discrimination they were then going to pull out a position they had found that I didn't know about which was more suitable. How wrong the agreed to move me to 9 hour days with no job role, basically juat asking for work as I needed it and my boss having me menial tasks to complete.

Now 2 things felt wring with this one the lack of job role, speaking to the equality advice service it was understood that no job role could be an issue if the pump does not work. Then where do I love they if they don't have me in a job role, a nice easy way out for them seems to convenient given my experience so far. Plus why did it take a formal request to get this far, something they could have done since day one.

With this in mind I gave it a go but was closely looking out for opportunities to speak regarding jib roles as now this person had come back off long term sick straight into a reduced hours shift pattern it felt personal. If I hadn't pushed I would have still been in 12 hours I feel that they were waiting to burn me out.

Over the next 2 weeks one of my roles was to update the shift manning, I got a up to date staff list from hr which showed 3 vacancies in 8 hour positions which would have been available the whole time as no one had left during this time. Also an op who had started after I first raised my issue had done 3 weeks on the shift and then moved into a interim office job upstairs for 3 months. I confronted my boss about this not having proof on the dates and he said he believed this had happened prior to my issues. I then went back and checked this and it was not the case. I raised my formal request for adjustments on a Thursday, the op moves into the new position on the following Monday and on the Wednesday of that same week I had my meeting for reasonable adjustments which they told me there was no other 8 hour roles in the business than the 2 I had given then that they deemed unsuitable. Also the person starting in the planner role was actually placed in a different department and was a complete newbie with regards to the products so I could have carried out this position within the stronger supporting department, this did not match what I had been told in the meeting. Also they had took on a Handyman during this time as well and it was still the agency worker in the packaging stores.

So with all this in mind I felt I had no choice but raise a grievance. It covered 14 points from the above and linked backed to 3 issues, failure to provide reasonable adjustments, discrimination arising from a disability and victimisation. It included all the above jobs that had never being discussed even if unsuitable.

On the very same day I raised this later in that day I was sat down by my boss and offered 2 of the roles, both lower than what I did and both on shift patterns and the factory floor I asked about the others and he said they were not in his control even though I pointed out how much more suitable they were. The 2 they offered were what I would say would be the least suitable due to shift, stuck in factory floor still and at a lower level but included them to show the business had consistently hid jobs claiming there were no 8 hour roles in the business. I took advice once more and came to the decision it would be best not to accept and continue with the grievance based on the strength of it and it seemed a last gasp attempt on their part to try and stop the grievance. Also if the pump did not work they would have grounds to change my contract to one of these positions and it would be a significantly lower pay grade where as the jobs I put forward were at the same level.

So I had my grievance and they seemed most concerned about the victimisation, the good points for me they have not tried to hide the pay off offers rather than helping me and the fact they said they would not give me roles based on me being diabetic as they felt not suitable. I provided evidence to back up my claims and when they tried to change a few things called then out in it to make sure they didn't get one over on me. At the end as the grievance hearing they again asked iwhat I was looking for then said am I looking for a pay off. I was quite shocked to have come this far and then thinking it is about making a quick buck and not the fact they should be helping not hindering me. I told then no and I was looking for what should have been done from the outset and me put in the most suitable position which I felt was the packaging role.

I know have to wait and see what there findings are, not holding my breath as they have tried to hide things this far and get me out so don't see how this will be any different. The sad thing us if I was a line op I would not have known half of what I do so proving victimisation would be near impossible which makes me wonder just how many companies make minimal pay offs rather than doing the right thing and helping people with disabilities, they need to understand they are really messing with people's life's which is why I am fighting I will not be walked over.

Sorry for the incredibly long rambling but as above maybe useful to others. Didn't update due to the anount of time I was having to put in this plus the effect it has been having on my family life theyhave made the last 8 weeks incredibly difficult. I know understand the benefits of updating regularly and will with the grievance results.

 

[AndBreathe]

@Joe261985 - What are you doing to try to ascertain when you could expect to be granted a pump?

With all of this going on, should you be granted adjustments you are willing to accept as suitable, how will you feel about continuing to work for your current employer? I think that's important for you to consider.