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hypo at work - told to get back to work by boss
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<blockquote data-quote="bowell" data-source="post: 177322" data-attributes="member: 2623"><p>Download this and hand to your employer </p><p>say this may be to there benefit to look over </p><p></p><p>doc below covers </p><p>Direct and indirect discrimination </p><p>Reasonable adjustments to remove barriers for disabled people and avoiding</p><p>discrimination arising from disability</p><p></p><p></p><p><a href="http://www.equalityhumanrights.com/uploaded_files/EqualityAct/employees_working_hours.pdf" target="_blank">http://www.equalityhumanrights.com/uploaded_files/EqualityAct/employees_working_hours.pdf</a></p><p></p><p>Full site</p><p><a href="http://www.equalityhumanrights.com" target="_blank">http://www.equalityhumanrights.com</a></p><p></p><p><strong>For interest i have been looking up the court successes rate came by some interesting stats:</strong></p><p>DDA - A Case Study BT V Diabetic </p><p><a href="http://www.chamberhr.co.uk/hrmain.asp?file=fyx65xzcpy14" target="_blank">http://www.chamberhr.co.uk/hrmain.asp?file=fyx65xzcpy14</a></p><p>White v Clitheroe </p><p><a href="http://www.eortrial.co.uk/default.aspx?id=1035916" target="_blank">http://www.eortrial.co.uk/default.aspx?id=1035916</a></p><p></p><p></p><p> <em>The employees with the highest success rates at tribunal were those who alleged that they</em></p><p><em>had diabetes </em></p><p><em>Most cases heard by a tribunal concerned dismissal or reasonable adjustments -(24.9 per</em></p><p><em>cent and per cent respectively), Most - cases –concerning dismissal (42.7 per cent) and</em></p><p> <em>reasonable adjustments (38.3 per cent) were resolved through conciliation.</em></p><p><em></em></p><p></p><p><em>The incidence of withdrawals and private settlements was highest in detriment cases (41.2</em></p><p><em>per cent) and recruitment cases (40 per cent).</em></p><p><em></em></p><p><em>The claims with the highest success rates concerned reasonable adjustments (with a</em></p><p><em>success rate of 25.7 per cent) and detriment (23.7 per cent). Fewer cases concerning</em></p><p><em>recruitment (15.2 per cent) and dismissal (19.8 per cent) were successful at tribunal</em></p><p><em>hearings than other jurisdictions.</em></p><p><em></em></p><p></p><p></p><p></p><p>Bob</p></blockquote><p></p>
[QUOTE="bowell, post: 177322, member: 2623"] Download this and hand to your employer say this may be to there benefit to look over doc below covers Direct and indirect discrimination Reasonable adjustments to remove barriers for disabled people and avoiding discrimination arising from disability [url]http://www.equalityhumanrights.com/uploaded_files/EqualityAct/employees_working_hours.pdf[/url] Full site [url]http://www.equalityhumanrights.com[/url] [b]For interest i have been looking up the court successes rate came by some interesting stats:[/b] DDA - A Case Study BT V Diabetic [url]http://www.chamberhr.co.uk/hrmain.asp?file=fyx65xzcpy14[/url] White v Clitheroe [url]http://www.eortrial.co.uk/default.aspx?id=1035916[/url] [i]The employees with the highest success rates at tribunal were those who alleged that they had diabetes [/i] [i]Most cases heard by a tribunal concerned dismissal or reasonable adjustments -(24.9 per cent and per cent respectively), Most - cases –concerning dismissal (42.7 per cent) and reasonable adjustments (38.3 per cent) were resolved through conciliation. [/i] [i]The incidence of withdrawals and private settlements was highest in detriment cases (41.2 per cent) and recruitment cases (40 per cent). [/i] [i]The claims with the highest success rates concerned reasonable adjustments (with a success rate of 25.7 per cent) and detriment (23.7 per cent). Fewer cases concerning recruitment (15.2 per cent) and dismissal (19.8 per cent) were successful at tribunal hearings than other jurisdictions. [/i] Bob [/QUOTE]
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