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Type1. Lack of understanding from Employers
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<blockquote data-quote="Shar67" data-source="post: 1326145"><p>From Wikipedia </p><p></p><p><span style="font-size: 18px"><strong>Disability rights legislation</strong></span></p><p>The British <a href="https://en.m.wikipedia.org/wiki/Disability_Discrimination_Act_1995" target="_blank">Disability Discrimination Act 1995</a> and 2005 (DDA), (replaced by the <a href="https://en.m.wikipedia.org/wiki/Equality_Act_2010" target="_blank">Equality Act 2010</a>) creates a duty on employers to tailor their actions to the individual circumstances of disabled employees. As certain disabilities may lead to a greater likelihood of short-duration absences or to a higher total of days of absence, caution is needed in taking action as a consequence of the data generated from the application of the Bradford Factor. The DDA allows disabled employees to request 'reasonable adjustments' in situations where they are disadvantaged by generic processes. Failure to provide these reasonable adjustments, or to adequately justify why they cannot be provided, may leave the employer open to civil action for breach of the DDA in an Employment Tribunal. Reasonable adjustments in the case of the Bradford Factor might include recording Disability-Related Absence separately from Sickness Absence, or individually tailoring targets. Reasonable adjustments may also be requested by disabled employees for relief from any negative consequences of application of the Bradford Factor, such as disciplinary action or reduced salary awards.</p><p></p><p>You need to speak to HR</p></blockquote><p></p>
[QUOTE="Shar67, post: 1326145"] From Wikipedia [SIZE=5][B]Disability rights legislation[/B][/SIZE] The British [URL='https://en.m.wikipedia.org/wiki/Disability_Discrimination_Act_1995']Disability Discrimination Act 1995[/URL] and 2005 (DDA), (replaced by the [URL='https://en.m.wikipedia.org/wiki/Equality_Act_2010']Equality Act 2010[/URL]) creates a duty on employers to tailor their actions to the individual circumstances of disabled employees. As certain disabilities may lead to a greater likelihood of short-duration absences or to a higher total of days of absence, caution is needed in taking action as a consequence of the data generated from the application of the Bradford Factor. The DDA allows disabled employees to request 'reasonable adjustments' in situations where they are disadvantaged by generic processes. Failure to provide these reasonable adjustments, or to adequately justify why they cannot be provided, may leave the employer open to civil action for breach of the DDA in an Employment Tribunal. Reasonable adjustments in the case of the Bradford Factor might include recording Disability-Related Absence separately from Sickness Absence, or individually tailoring targets. Reasonable adjustments may also be requested by disabled employees for relief from any negative consequences of application of the Bradford Factor, such as disciplinary action or reduced salary awards. You need to speak to HR [/QUOTE]
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