What is the importance of adjustment in the process of implementation and how is it done?
Answers
Answer:
Upon identifying that a staff member has/or may have a disability (common examples are at interview, through one to one meetings, SRDS, or when reviewing job descriptions) you will need to discuss this with the individual to seek their views on:
how their impairment affects their day to day activities;
what, if any, adjustments in relation to the above might help them in performing their role;
what, if any, adjustments may help to remove any substantial disadvantage.
It is recommended that managers speak to the individual face to face when suggesting it may be helpful to meet to discuss the issue.
Explanation:
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Answer:
Implementation of reasonable adjustments
It is essential that you discuss with the individual, what reasonable adjustment will be implemented, who it would be appropriate to inform and to what extent. It is also important to agree, if appropriate, what information the individual wishes to share in relation to their health condition. This may include those who will have a role in ensuring that the adjustment is carried out e.g. potentially affected work colleagues. It is essential that the staff member’s wishes regarding confidentiality should be adhered to.
Implementation
Reasonable adjustments often are simple without cost implications. Where a cost does apply, this should not be passed onto the employee. Advice on funding reasonable adjustments may be sought from Human Resources.
For further information, see Funding the Cost of 'Reasonable Adjustments.
To help to manage expectations, keep the individual updated of the progress of the implementation of the reasonable adjustments.
A record should be maintained as to what adjustments were considered and the reasons for any decisions taken.
Explanation:
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