The Disability Discrimination Act. What you need to Know. A guide for Small to Medium Businesses

Size: px
Start display at page:

Download "The Disability Discrimination Act. What you need to Know. A guide for Small to Medium Businesses"

Transcription

1 The Disability Discrimination Act What you need to Know A guide for Small to Medium Businesses 55761

2 Contents Introduction How to use this guide 1 Section 1 What is the DDA? 1.1 What does the Act do? Structure and Timeline of the Act The Role of the Disability Rights Commission How the Act defines disability Why should your business comply with the Act? 4 Section 2 Employment (DDA Part II) 2.1 What is discrimination in Employment? Reasonable Adjustments in Employment When does the duty to make reasonable adjustments arise? What is a reasonable adjustment? Practical tips on making cost effective reasonable Adjustments for employees 8 Section 3 Provision of Goods, Facilities and Services (DDA Part III) 3.1 What does the Act say about providing Services? What is discrimination in the provision of Goods, Facilities and Services? Single and Joint Responsibility Reasonable Adjustments When does the duty to make Reasonable Adjustments arise? What does Reasonable Adjustments mean? Can the cost of making Reasonable Adjustments be Reclaimed? Practical tips on making cost effective reasonable Adjustments in your service delivery 14 Section 4 The Customers journey visiting your business 4.1 Approaching the premises Entering the premises Making doors easier to use Finding a way around Lighting Getting around Access to goods Payment of goods Information about goods and services Communicating with disabled customers Facilities Getting out of the premises Access Auditing Service 25 Section 5 Enforcement of the Act 26 Section 6 FAQ Section 7 Sources of Help and Information Appendices A DDA website compliance B Supported Employment Services and Jobcentre Plus Programmes 34-35

3 Introduction - How to use this guide This resource pack is designed to give small businesses a quick and practical guide to the Disability Discrimination Act. Within the resource pack you will come across the following four key icons, which are intended to make this guide simple to use. Practical Tips (tips on making reasonable adjustments for micro & small businesses) _ The Act (what the Act says) Further Information/Resources 3 Best Practice Tips 1

4 Section 1 What is the Disability Discrimination Act (DDA)?

5 1.1 What does the Act do? The DDA creates rights for any individual defined by the Act as a Disabled person, not to be discriminated against in: l employment l the provision of goods, facilities and services l the selling or letting of land and property l education l transport 1.2 Structure of the Act: contents/timeline PART I PART II (1996) Definition - Disability (1996) Employment PART III (1999, 2004) Goods, Facilities, Services and Premises PART IV Education PART V Public transport 1.3 The Disability Rights Commission (DRC) is a body with similar powers and duties to the Commission for Racial Equality (CRE) and the Equal Opportunities Commission (EOC). The DRC s main functions are to: l provide legal assistance for disabled people on DDA cases l provide information for disabled people, employers, service providers l draw up Codes of Practice relating to the DDA l set up and monitor a conciliation service for Part III of the DDA l investigate alleged breaches of the DDA 2

6 1.4 How the Act Defines Disability The Act s definition For the purposes of the Act, a disabled person: l has a physical or mental impairment which has a substantial and long term adverse effect on [their] ability to carry out normal day-to-day activities or l has had such an impairment in the past. The Definition Explained: Key word Refers to : Physical/mental impairment Sensory (hearing and eyesight) impairments as well as mobility; clinically well recognised mental impairments and severe disfigurement Substantial adverse effect An impairment that is more than minor or trivial. Progressive conditions only need cause some effect Long-term Impairment must have lasted or be expected to last at least 12 months Normal day-to-day activities Impairment could adversely affect mobility, manual dexterity, speech, hearing, eyesight, ability to con centrate, learn or understand 3

7 1.5 Why should your business comply with the Act? Legal Case The DDA as an Act of Parliament requires accessibility to your business for employees and customers with a disability as a statutory right. Therefore the DDA cannot be ignored l The DDA is an Act of Parliament and as such cannot be ignored l A commitment to DDA awareness, compliance and action is the best defence and investment you can make against possible legal action Social Case UK businesses will want to be regarded as an accessible equal opportunity employer or service provider Therefore, the DDA enhances the credibility of the business to both customer and employee l Your business is seen to be an accessible equal opportunities employer Business Case UK businesses will regard the disabled community and the community which supports it as a revenue stream There are approximately 8.7 million disabled people in Britain one in seven of the UK population, with a total annual income of over 50 billion l People with disabilities have a spending power of over 50bn per year to spend with compliant businesses l Businesses who ignore the DDA could lose out on a massive revenue opportunity 4

8 Section 2 Employment (DDA part II)

9 2.1 what is discrimination in Employment It is unlawful for an employer to discriminate against disabled job applicants for any reason related to their impairment - l in recruitment and selection arrangements l in the terms on which employment is offered l by refusing to offer, or deliberately not offering, the disabled person employment (assuming they are the best candidate) It is unlawful for an employer to discriminate against disabled employees for any reason related to their impairment - l in the terms of employment offered to an employee l in opportunities for promotion, transfer, training or receiving any other benefit l by refusing to offer the disabled person any such opportunity l by dismissing the disabled person or subjecting them to any other detriment 5

10 2.2 Discrimination is - Less favourable treatment l if, for a reason related to that person s impairment, the employer treats the disabled person less favourably than they would treat others, and l the employer cannot show that this treatment is justified Failure to make a reasonable adjustment is less favourable treatment - l when an employer fails to comply with a duty of reasonable adjustment, and l the employer cannot show this failure is justified 2.3 When does this duty to make adjustments arise? l When the employer is aware (or could be reasonably expected to be aware) that the employee or job applicant is a disabled person l When the disabled person is caused substantial disadvantage compared to non-disabled people by work arrangements or physical features of the workplace 6

11 2.4 What is a reasonable adjustment? The Act gives examples that employers must consider: l make adjustments to premises l allocate some of the duties to another member of staff l alter the disabled person s working hours l allow absence for assessment/treatment/rehab l acquire or modify equipment l modify instructions or reference materials l modify testing or assessment procedures This is not an exhaustive list and other adjustments can be considered. Please refer to the DRC Codes of Practice (see contact details in section 7), or your local business advisor. What is reasonable? Factors an employer can take into account when deciding if an adjustment is reasonable include the following: l how much an alteration will improve the situation for an employee or job applicant l how practicable the adjustment will be l the cost of the adjustment, both financial and in terms of any disruption or effect on other staff l financial or other help that may be available (e.g. Access To Work Scheme through Jobcentre Plus). 7

12 2.5 Practical tips on making cost effective reasonable adjustments for employees Small/medium business Micro business (less than 10 employees) Once you are aware that you have an employee or potential employee that is disabled, assess what reasonable adjustments can be made, if any Develop your Equal Opportunities/Diversity Policy to incorporate the DDA Change duties and/or giving minor tasks to another employee Audit and review your policies and procedures to encompass the DDA Reduce Hours Change shift patterns Make staff aware that you are an Equal Opportunities Employer Allow time off for hospital/ Rehabilitation. Provide practical aids Adapt your daily practices to see what reasonable adjustments can be made Review your daily practices to see what reasonable adjustments can be made l Always consult with the disabled person l Make an Action Plan of changes you need to make l Simple and low cost changes are usually the best l Always seek advice from your local business advisor, WorkStep Team, the DRC or ACAS (see section 7) 8

13 Section 3 Provision of Goods, facilities & Services (Part III)

14 3.1 What does the Act say about providing services? Part III of the Act is based on the principle that disabled people who use or seek to use services as customers, buyers, shoppers, consumers, clients, patrons or service users (whether those services are paid for or free) should not be discriminated against by providers of services to the public. 3.2 What is discrimination in the provision of goods, facilities and services? l The DDA makes it unlawful for a service provider to discriminate against a disabled person (by treating him or her less favourably than a person without disability would be treated, without justification) l by refusing to provide (or deliberately not providing) any service which it provides (or is prepared to provide) to members of the public, or l in the standard of service which it provides to the disabled person or the manner in which it provides it, or l in the terms on which it provides a service to the disabled person Therefore; A service provider should not unjustifiably: l refuse to provide a service l provide a service of a worse standard or in a worse manner l provide a service on less favourable terms or a reason related to that person s impairment 9

15 3.3 Single and Joint Responsibility There is single and joint responsibility for liability for both staff and employers. Employers are expected to make sure staff are clear about what role they play in delivering goods and services to disabled customers Service providers are more likely to be able to comply with their duties if they; l have a positive attitude/ policy on inclusion that is shared throughout the organisation l inform all staff dealing with the public that it is unlawful to discriminate against disabled people l ensure staff understand what discrimination means, their duties under the Act, what is expected of them in their workplace and how to serve disabled customers l ask disabled people for their views on performance and development the duty to make reasonable adjustments is owed to all disabled people, not just individuals, so it is important to consider accessibility widely l regularly review and respond to findings related to the accessibility of services and the effectiveness of reasonable adjustments l have a customer complaints procedure which is easy for disabled customers to use 10

16 3.4 Reasonable Adjustments The duty to make reasonable adjustments is the cornerstone of the DDA and requires service providers to take positive steps to make their services accessible to disabled people. Since October 1999 Service providers have been required to: l change practices, policies and procedures that may discriminate against disabled service users l provide auxiliary aids and services (e.g. information in accessible formats, temporary ramps) to facilitate access to services l provide services by other means where physical barriers make it impossible or unreasonably difficult for a disabled person to get access to services In October 2004 significant new duties on service providers came into force. Where a physical feature makes it impossible or unreasonably difficult for disabled persons to access your goods or services, your business is required to take reasonable steps to; l Remove the feature; or l Alter it so it no longer has that effect; or l Provide a reasonable means of avoiding the feature; or l Provide a reasonable alternative method of making the service available where otherwise it would be unreasonably difficult for a disabled person to use your service 11

17 3.5 When does the duty to make reasonable adjustments arise? This duty does not just arise when a disabled person wants to use a service. The duty to make reasonable adjustments is both anticipatory and a continuing duty. l Service providers must anticipate where problems will occur (for people with all types of impairment) and take proactive steps to remove these, whether or not they already have disabled customers l In addition, it is appropriate to ask people whether they have any particular access requirements (that necessitate an adjustment to be made) when they present as actual or potential customers l In circumstances where a service provider has not anticipated or identified a problem, a reasonable adjustment should be made as soon as the problem is highlighted l Once adjustments are in place, there is a continuing duty to monitor and review these regularly and if necessary make further changes The duty to make reasonable adjustments is described by the Code of Practice as a duty to disabled people at large - an anticipatory duty. Unlike the employment section, it is not necessary to wait to make adjustments for an individual disabled person. 12

18 3.6 What does reasonable adjustment mean? The Code of Practice lists a number of factors that will determine what is reasonable for a business. These are: l Whether taking any particular measures would be effective in overcoming the difficulty that disabled people face in accessing the services in question l The extent to which it is practicable for the service provider to take these measures l The financial and other costs of making the adjustment l The extent of any disruption which taking the measures would cause l The extent of the service provider s financial and other resources. l The amount of any resources already spent on making adjustments l The availability of financial or other assistance 3.7 Can the Cost of Making Reasonable Adjustments be Reclaimed? l The Act does not allow a service provider to pass on additional costs of making an adjustment to disabled customers l If an additional service is provided to an individual customer in addition to the reasonable adjustment for all disabled customers, then an extra charge may be met. 13

19 3.8 Practical tips on making cost effective reasonable adjustments in service delivery Small/medium business Micro business (less than 10 employees) Consider who your customers are: How they identify with your business? How they find out about your services? Train staff to understand and respect the needs of disabled customers Make staff aware of the needs of disabled customers Develop and implement positive policies to ensure inclusion of disabled customers Tell disabled people how to request assistance Have an accessible complaints procedure and tell disabled people how to request assistance Review service delivery to see what reasonable adjustments can be made Adapt your service delivery to see what reasonable adjustments can be made Audit physical and non-physical barriers that make it unreasonably difficult for disabled people to access services 14

20 Section 4 The Customers journey when visiting your business

21 4.1 Approaching the premises Owners or managers should ensure that ease of access is maintained and that there are no obstructions. Practical suggestions: l Better lighting l Paths and other routes - consider the surface of routes to the premises and ensure that this is suitable and well maintained l Car parking - if car parking is offered ensure that there is provision for a disabled customer to manoeuvre a wheelchair in and out of a car l Locate suitably marked disabled car parking space as close to the entrance as possible. Where possible, ensure regular inspections are carried out so that drivers who are not disabled do not occupy bays intended for disabled customers 15

22 3 4.2 Entering the premises The best solution to initial access is one that allows independent entry for a disabled customer without requiring additional assistance. Disabled customers will feel more valued if they are able to use the main entrance along with everyone else. Practical suggestions: Major barriers to independent access for many people with mobility impairments are steps particularly wheelchair users. If you have a step or steps to your main entrance door, consider: l Raising the pavement or other approach up to the level of the entrance l Installing a permanent external ramp, in addition to the steps rather than as a replacement These types of solutions may incur planning permission being sought. For smaller businesses, a temporary ramp might be a reasonable alternative. There are other relatively easy changes that can make a real difference for your disabled customers: l Fit handrails to any steps that remain at the main entrance (particularly useful for people with arthritis or limited mobility) l Mark the edges of steps with strong contrast (for people with visual impairments) l Try to allow as much natural light at an entrance as possible 16

23 3 If independent access through the main entrance cannot reasonably be provided, it is important to try to: l Designate an alternative entrance with level access l Fit a call bell or an entry phone system l Offer assistance over the step where stepped access cannot be avoided l Offer alternative methods of providing services: such as, delivering to people s homes or through the post 4.3 Making doors easier to use Doorways and doors can be another barrier for disabled customers. While automatic sliding doors are ideal, it is recognised that they are not always possible. Practical suggestions: l Position the door handle: at a height one metre from the ground l Replace the door handle if necessary by one that is easier to grip, such as a D-shape handle, and one with better colour contrast l Make the door easier to open l Check that entrance mats are flush l Add safety markings to glazed doors l Maintain doors to ensure that they open and close smoothly 17

24 4.4 Finding a way around Practical suggestions: Make signs easier to read l Use clear symbols l Use clear and large mounted-tactile text l Use different colours effectively white or yellow on black are good lack of colour contrast is poor l Have induction loops where hearing aid users will find them of most benefit, for example at the enquiry desk l Offer personal assistance l Ensure aisles and displays are not blocked and do not limit access 4.5 Lighting Improving lighting conditions in your premises can be of particular benefit to customers with partial sight and it is important that good lighting remains consistent throughout customer areas. l Highlight hazardous areas l Avoid highly reflective surfaces 18

25 4.6 Getting Around Stairs Avoid internal steps as much as possible; even one or two steps can exclude a customer with a mobility impairment from reaching your services. If your services are located on one or more levels consider alternative ways of making your goods and services available, e.g. if you have a newsagents you could offer personal assistance to the disabled person whilst shopping. Practical suggestions: l Make circulation easier such as wide clear pathways l Fit handrails l Clear marking of internal steps and safety hazards l Ensure that surfaces are as level as possible and do not present slipping or tripping hazards 4.7 Access to Goods Shelves and Units Practical suggestions: l Ensure shelves and units are accessible l Make product information easier to read; use a large text such as a 14-point font, with good contrast l Consider relocating certain services, and offer them at an accessible level l Provide advice counters, changing rooms, and special seating areas where personal shoppers can assist customers 19

26 3 Queuing systems, waiting areas and seating Do your customers have to wait to receive a service? Do they have to walk considerable distances within the premises? If so, provide seats for people to sit and rest. Practical suggestions l Try to ensure that seated customers do not lose their place in the queue l Allow enough space or separate access to tills for wheelchair users l Checkout areas should include easy-access positions where wheelchair users have sufficient space to move easily alongside the goods conveyor l Consider offering additional help with packing to disabled customers l Reposition furniture in waiting areas to allow wheelchair users to pull up alongside a seated companion l Ensure where practical that announcement systems are both visible and audible 4.8 Payment of Goods Practical suggestions l Create a lowered section of the counter or service desk with sufficient space to key-in chip and pin numbers, sign card receipts, write cheques etc, to suit both standing and wheelchairusing. Alternatively, a lower writing shelf could be provided l Equipment such as lap trays or clip boards (for people to use key pads, sign receipts, or write cheques if they cannot bend down to reach a counter top) can be useful for micro businesses l Make sure that any service call bell is in an accessible and obvious position 20

27 l Keep glazed screens clear of notices, grilles or other distractions that make it difficult for people to lip-read l Improve lighting so that it is easier for someone who is lip-reading to see the staff member s face l Position service desks so that they are not located in front of windows where bright sunshine will cause the staff member to be in silhouette, making lipreading difficult l Alter staff practices: in situations where it is not reasonable to make counters and service desks fully accessible. A member of staff could come out from behind a service desk to meet a wheelchairusing customer who cannot approach the desk and carry out any transactions Information about goods and services Think about how people with visual impairments and with learning disabilities get the information they need about your products and services. Practical suggestions l Make labels, pricing, menus etc clearer. Consider use of graphics/symbols and bigger text, with good contrast. Consider similar clarity on all publicity and marketing material. l Provide Personal Shopping: Are staff trained to assist visually impaired customers by describing and explaining products or services to them? l If you have any websites are they designed to be accessible? Please see Appendix A for further information on websites 21

28 Communicating with disabled customers Your customers need to communicate with staff about a whole host of issues relating to goods and services on offer, such as pricing, availability, contracts and after-sales service. Clear communication needs further thought for customers with hearing or visual impairments, or those with learning disabilities. For people with hearing impairments there is a range of technical equipment that can help most notably induction loops for people with hearing aids. Retailers will need technical advice on choosing and installing different systems. Pads and pens may also be appropriate for communication. Once installed, make sure that the systems are advertised and regularly checked. Consideration should also be given to protecting the privacy of customers where appropriate. Practical Suggestions: l Separate quiet and noisy areas: plan the use of space to benefit all customers, particularly those with hearing impairments, by locating a customer helpdesk away from noisy machinery or equipment l Make communication easier: staff can be encouraged to look straight at customers and not cover the mouth when they are speaking to them. This will benefit people who use any level of lip reading l Allowing extra time and repeating back to the customer to check accuracy and understanding can benefit customers with learning difficulties and with speech impairments l Use alternative means of communication: in situations where it is not effective to use an induction loop or other type of voice enhancement system, staff could communicate in other ways, such as exchanging written notes with customers 22

29 Facilities Café/Restaurant If you own a café or restaurant, the seating should allow wheelchair users to sit at available tables. Customer toilets and baby changing rooms If a business provides toilets for non-disabled customers then they will also be expected to make a toilet available for disabled customers where reasonable to do so. The following checklist suggests other improvements that can be made to those toilets that are not fully wheelchair accessible. Practical Suggestions: l Fit grab rails: appropriately positioned grab rails are necessary for customers with limited movement, balance or grip l Use better lighting: improving lighting in toilets will benefit everyone, particularly those customers with visual impairments l Use colour contrast. Making fixtures and fittings stand out more easily makes toilet compartments and washroom areas much easier to use for all customers l Outward-opening doors; changing the toilet door so it opens outwards can greatly improve manoeuvring space within the compartment, and make all the difference between a customer being able to use the toilet or not l It is also better from a safety point of view to have an outward opening door that can be opened in an emergency without being obstructed by anyone inside l Clearer signing to toilets: pictorial symbols are beneficial to all customers. Using contrasting embossed, tactile figures on doors helps all blind and partially sighted customers 23

30 l When undertaking a refurbishment use non-shiny surfaces as glare may be visually confusing l Ensure that wheelchair accessible toilets are not used as storage areas and are kept free of obstructions l Ensure alarm systems in toilets are regularly checked. Pull-chord alarms should be capable of being activated from floor level. l Make sure staff are familiar with any alarm systems Getting out of the premises l Customers may sometimes experience additional difficulties when leaving, especially if they are carrying heavy or bulky bags. Staff may be able to assist disabled customers out of the building in a variety of ways, such as offering to call a taxi. l You also need to consider means of escape for any disabled customers in case of an emergency evacuation. Management procedures and staff training and awareness are the key to the operation of emergency evacuation arrangements. l Staff assisting disabled people, both wheelchair users and others should act calmly. Fire drills should be practised regularly. Practical suggestions l Keep exit routes free of obstruction, this is good general fire precautions management l Ensure alarm systems are in working order and that procedures for emergency evacuation (such as fire drills) are in place and tested regularly l Ensure that new staff are trained in alarm response procedures 24

31 4.13 Access Auditing Service l The Surveying Section of Tameside Property Services offers a service of fully compliant DDA Access Auditing. l The survey and report offers the client an easy to understand guide which; if implemented will enhance service delivery by providing an inclusive environment. l The Surveying Section will visit your premises for a preconsultation before undertaking an access audit l The Surveying Section works on a fee recovery basis and the charge for an access audit is l The Audit is benchmarked against set standards: BS 8300 and Approved Document M of the Building Regulations. l For further information and advice please contact Tim Cheshire, Group Building Surveyor,

32 Section 5 Enforcement of the DDA Parts II and III

33 The DDA can be enforced through the Criminal and Civil Court processes: Part II Part III If it is beyond reasonable doubt discrimination has occurred it goes through the Criminal Court process If it is more likely than not that discrimination has occurred it goes through the Civil Court process Part II (Employment) l Disabled people can use the Employment Tribunal system to make complaints. l The questions procedure (obtained from the DRC) records the employer s or prospective employer s view of the alleged act if discrimination has occurred. l There is no limit on the amount of compensation an Employer Tribunal can award in a DDA case. Part III (Goods, Facilities and Services) l Claims are made through the civil court system. l Claims for compensation less than five thousand pounds may go through the small claims division of the County Court. The DRC can advise about conciliation services between the disabled person and the employer or service provider. 26

34 Section 6 Frequently Asked Questions

35 Q. We are moving to a new building and have been told that it complies with current Building Regulations. Should we have to make changes for disabled access? A. If your building is less than ten years old and complies with Part M of Building Regulations, you should make reasonable provision for disabled people to gain access to and use the building. However this is your responsibility to check this is so, please see page 25 (Access Audit Service) Q. I organised an event at a local hotel. When I made the booking I was assured that the venue was accessible. However, during the event a visitor complained about the lack of seating arrangements in the exhibition hall. Was I responsible for thinking about this? A. Whilst the hotel was responsible for providing services that your customers would have used, such as toilets or catering facilities and they may have been able to supply chairs if requested, you will have been responsible for ensuring that those facilities are provided for your customers. You should not assume that someone else would take responsibility for your duties under the Act. Q. I run my service from a listed building. Am I exempt? A. No. For service providers in listed buildings there is no block exemption. Many adjustments can be incorporated sympathetically. The DRC can provide help and advice on these matters through their Helpline or you could get an access auditor to come in and give you an idea of the changes you could make. There is also guidance from English Heritage. 27

THE SYDNEY RUSSELL SCHOOL DRAFT DISABILITY AND DISCRIMINATION STRATEGY 2014-15

THE SYDNEY RUSSELL SCHOOL DRAFT DISABILITY AND DISCRIMINATION STRATEGY 2014-15 THE SYDNEY RUSSELL SCHOOL DRAFT DISABILITY AND DISCRIMINATION STRATEGY 2014-15 THE SYDNEY RUSSELL SCHOOL DISABILITY DISCRIMINATION STRATEGY 2014-15 Purpose Policy on Disability Discrimination Act The DDA

More information

Disability Discrimination Act

Disability Discrimination Act Disability Discrimination Act 1. INTRODUCTION The Disability Discrimination Act (DDA) 1995 (& the OCT 2004 extension of the act) is the one piece of well-established anti-discrimination legislation that

More information

RIGHTS OF ACCESS GOODS, FACILITIES, SERVICES AND PREMISES

RIGHTS OF ACCESS GOODS, FACILITIES, SERVICES AND PREMISES STAFF GUIDANCE BOOKLET RIGHTS OF ACCESS GOODS, FACILITIES, SERVICES AND PREMISES DISABILITY DISCRIMINATION ACT PART III INTRODUCTION This extension to the Disability Discrimination Act 1995 relates to

More information

Health and safety for disabled people and their employers

Health and safety for disabled people and their employers Health and safety for disabled people and their employers Page 1 Contents Health and safety for disabled people 3 Guidance for employers 3 Guidance for employees 6 The law 8 Frequently asked questions

More information

Making access to goods and services easier for disabled customers

Making access to goods and services easier for disabled customers Goods and Services Making access to goods and services easier for disabled customers A practical guide for small businesses and other small service providers Making rights a reality The Disability Rights

More information

Customer Access 1 Checklist for Banks, Financial and Legal Services

Customer Access 1 Checklist for Banks, Financial and Legal Services GOOD ACCESS IS GOOD BUSINESS Customer Access 1 Checklist for Banks, Financial and Legal Services The City of Melbourne has introduced the Good Access is Good Business publications and education program

More information

Duncombe School Accessibility Plan

Duncombe School Accessibility Plan Duncombe School Accessibility Plan Date Policy Reviewed Policy Reviewed By Reason/Outcome Next Review Due April 2013 Ros Varhey Review Spring 2014 April 2014 Ian Thomas Review Spring 2015 March 2015 Ian

More information

The Disability Discrimination Act (DDA)

The Disability Discrimination Act (DDA) The Disability Discrimination Act (DDA) What is the DDA? The DDA is a collection of statutes that makes it unlawful to discriminate against disabled people in the areas of employment, access to goods and

More information

Accessibility Design Advice

Accessibility Design Advice Accessibility Design Advice Quick Access Guide Improving the accessibility of the physical environment Websites It is good practise to provide written information on your web site for disabled visitors

More information

ACCESS AUDIT OF WESTPORT HOUSE

ACCESS AUDIT OF WESTPORT HOUSE ACCESS AUDIT OF WESTPORT HOUSE Large sign on the highway to indicate the entrance to Purbeck District Council Large and wide entrance Entrance showing sign for opening times Entrance sign Main entrance

More information

ASSOCIATION OF RETIREMENT HOUSING MANAGERS DISABILITY DISCRIMINATION AND RESIDENTIAL PREMISES

ASSOCIATION OF RETIREMENT HOUSING MANAGERS DISABILITY DISCRIMINATION AND RESIDENTIAL PREMISES ASSOCIATION OF RETIREMENT HOUSING MANAGERS DISABILITY DISCRIMINATION AND RESIDENTIAL PREMISES OVERVIEW From December 4 th 2006 all managers and landlords will have to be aware of new duties regarding disabled

More information

The Equality Act: Guidance for small businesses. Your role as a service provider under the Equality Act

The Equality Act: Guidance for small businesses. Your role as a service provider under the Equality Act The Equality Act: Guidance for small businesses Your role as a service provider under the Equality Act Your role as a service provider under the Equality Act This guide explains your obligations as a provider

More information

Whinney Banks Primary School Disability Equality Scheme And Accessibility Plan 2010 2012. April 2010 updated

Whinney Banks Primary School Disability Equality Scheme And Accessibility Plan 2010 2012. April 2010 updated Whinney Banks Primary School Disability Equality Scheme And Accessibility Plan 2010 2012 April 2010 updated Contents Page Section 1 Introduction 3 Disability Discrimination Act Disability Equality Duty

More information

Employing and retaining a blind or partially sighted person: Guide for small and medium enterprises

Employing and retaining a blind or partially sighted person: Guide for small and medium enterprises Employing and retaining a blind or partially sighted person: Guide for small and medium enterprises Contents 3 Introduction 4 The facts 6 The employer s perspective: a case study 7 The job application

More information

Disability discrimination

Disability discrimination Disability discrimination Disability discrimination occurs when a person is treated less favourably, or not given the same opportunities, as others in a similar situation because of their disability. The

More information

Dyslexia and the Disability Discrimination Act (1995) and Regulations (2003)

Dyslexia and the Disability Discrimination Act (1995) and Regulations (2003) Dyslexia and the Disability Discrimination Act (1995) and Regulations (2003) Helpline 0141 331-2121 www.dyslexiasw.com - 1 - Workplace Discrimination and Dyslexia This pamphlet provides information about

More information

Strategies to Promote Accessible Marketplaces and Inclusive Workplaces

Strategies to Promote Accessible Marketplaces and Inclusive Workplaces Strategies to Promote Accessible Marketplaces and Inclusive Workplaces Why should organizations include people with disabilities in their business and hiring strategies? Because they cannot afford not

More information

Disability discrimination law in Northern Ireland - a short guide

Disability discrimination law in Northern Ireland - a short guide Disability discrimination law in Northern Ireland - a short guide Disability discrimination law in Northern Ireland a short guide This short guide provides some basic information on disability discrimination

More information

EVACUATION OF DISABLED PEOPLE (Document under constant review)

EVACUATION OF DISABLED PEOPLE (Document under constant review) EVACUATION OF DISABLED PEOPLE (Document under constant review) HEALTH & SAFETY UNIT JANUARY 2008 CONTENTS PAGE 1. INTRODUCTION... 1 2. PLANNING AN EVACUATION PROCEDURE... 1 3. PERSONAL EMERGENCY EVACUATION

More information

Direct Payments Becoming an Employer Guide

Direct Payments Becoming an Employer Guide Direct Payments Becoming an Employer Guide Becoming an Employer (April 2015) Page 1 of 13 Contents 1. Introduction 1.1. Getting the right advice and help 1.2. Employer responsibility 2. General: Becoming

More information

ACT Age-Friendly Business Awards

ACT Age-Friendly Business Awards < > ACT Age-Friendly Business Awards GUIDELINES Page 1 of 10 Table of Contents Introduction... 3 Eligibility... 3 Selection criteria... 3 Assessment process... 4 Why nominate?... 4 Timeline... 4 Lodgment

More information

Accessible Business Checklist

Accessible Business Checklist every customer counts promoting accessible services Accessible Business Checklist Accessible Business Checklist This simple self-assessment checklist is designed to help traders quickly review how accessible

More information

PEOPLE FIRST. How to Plan Events Everyone Can Attend. Braille Accessible Print Assistive Listening Systems

PEOPLE FIRST. How to Plan Events Everyone Can Attend. Braille Accessible Print Assistive Listening Systems PEOPLE FIRST How to Plan Events Everyone Can Attend Braille Accessible Print Assistive Listening Systems Closed Captioning Accessibility Sign Language Interpretation Information Telephone Typewriter (TTY

More information

Accessibility Policy, Disability Equality Scheme & Disability Equality Duty

Accessibility Policy, Disability Equality Scheme & Disability Equality Duty 1 Accessibility Policy, Disability Equality Scheme & Disability Equality Duty We are committed to ensuring equality of education and opportunity for disabled children, staff and all those receiving services

More information

employment A guide for employees and employers

employment A guide for employees and employers employment A guide for employees and employers 4 4 7 11 15 17 18 20 24 health and safety law equality law for people with epilepsy telling people about your epilepsy for employers risk assessments what

More information

The Equality Act 2010 a summary guide

The Equality Act 2010 a summary guide The Equality Act 2010 a summary guide The Equality Act 2010 a summary guide This factsheet is part of our Your rights range. You will find it useful if you are a person with hearing loss and want to find

More information

SUPPORTING DISABLED MEMBERS IN SCHOOLS AND COLLEGES

SUPPORTING DISABLED MEMBERS IN SCHOOLS AND COLLEGES SUPPORTING DISABLED MEMBERS IN SCHOOLS AND COLLEGES Almost 1 in 5 adults have a disabling condition, yet less than 3% of staff in Further Education declare that they have a disability (Guardian, 10 April

More information

DISABILITY EQUALITY SCHEME INDEX

DISABILITY EQUALITY SCHEME INDEX DISABILITY EQUALITY SCHEME INDEX THE DISABILITY DUTY 2 BACKGROUND 2 INTRODUCTION TO THE SCHEME 2 HOW WILL IT OPERATE? 3 THE LEGAL POSITION 4 DEFINITION OF DISABILITY 4 INVOLVING PEOPLE WITH DISABILITIES

More information

Ashton St. Peter s Church of England VA Lower School. Disability Equality Scheme and Accessibility plan 3 Year Period Covered May 2014 to 2017

Ashton St. Peter s Church of England VA Lower School. Disability Equality Scheme and Accessibility plan 3 Year Period Covered May 2014 to 2017 Ashton St. Peter s Church of England VA Lower School Disability Equality Scheme and Accessibility plan 3 Year Period Covered May 2014 to 2017 Introduction The SEN and Disability Act 2001 extended the Disability

More information

Advice on Disability Discrimination Law

Advice on Disability Discrimination Law Advice on Disability Discrimination Law Discrimination on the grounds of disability is unlawful under the Disability Discrimination Act 1995 (DDA). The initial Act was very limited, but has been extended

More information

According to The Equality Act (2010) a person has a disability if:

According to The Equality Act (2010) a person has a disability if: Introduction Kingston and St George s is committed to ensuring all students, including those with disabilities and specific learning difficulties, are supported in gaining equal access to their chosen

More information

Early years and the Disability Discrimination Act 1995 What service providers need to know

Early years and the Disability Discrimination Act 1995 What service providers need to know Early years and the Disability Discrimination Act 1995 What service providers need to know From September 2002 the Disability Discrimination Act 1995 (DDA) applies to all providers of early years services.

More information

Advice for employers on workplace adjustments for mental health conditions

Advice for employers on workplace adjustments for mental health conditions Advice for employers on workplace adjustments for mental health conditions At any one time, one in six adults 1 will be experiencing a mental health condition. It is crucial that employers are playing

More information

Access Statement Atlantic Tower Liverpool (10.2.10)

Access Statement Atlantic Tower Liverpool (10.2.10) Property: Atlantic Tower Chapel Street Liverpool, L3 9RE Pre-Arrival Access Statement Atlantic Tower Liverpool (10.2.10) Phone, fax & email: Phone: 0871 376 9025 / +44 845 305 8325 Fax: 0871 376 9125 /

More information

Increase Your Access, Increase Your Profits. A Resource for Business Owners

Increase Your Access, Increase Your Profits. A Resource for Business Owners Increase Your Access, Increase Your Profits A Resource for Business Owners A Woodstock Accessibility Advisory Committee Publication Updated June 2013 The Profitability of Accessibility The Royal Bank has

More information

Mobile Industry Good Practice Guide for Service Delivery for Disabled and Elderly Customers in the UK

Mobile Industry Good Practice Guide for Service Delivery for Disabled and Elderly Customers in the UK Mobile Industry Good Practice Guide for Service Delivery for Disabled and Elderly Customers in the UK This good practice guide for service delivery is designed to advise and assist the mobile industry,

More information

Disability Equality Policy

Disability Equality Policy 1. Introduction The purpose of Wycliffe Hall s Disability Equality Policy is to ensure that the needs of disabled persons are taken into account in all aspects of the life of the Hall. It is the intention

More information

Disability and Discrimination Policy and Scheme (Accessibility Plan)

Disability and Discrimination Policy and Scheme (Accessibility Plan) Disability and Discrimination Policy and Scheme (Accessibility Plan) DDA End of Policy review report to Finance Committee September 2013.pdf Introduction Sept 2013-July 2016 Duties under Part 5A of the

More information

The Equality Act 2010 a summary guide

The Equality Act 2010 a summary guide Factsheet Your rights The Equality Act 2010 a summary guide You ll find this factsheet useful if you want an outline of how the Equality Act 2010 protects people who are deaf or have a hearing loss from

More information

Accessible Toilets. A unisex facility should have its own entrance. It should not be entered from a single sex facility.

Accessible Toilets. A unisex facility should have its own entrance. It should not be entered from a single sex facility. Accessible Toilets This is an advisory statement reflecting current statutory and current best practice requirements. It offers guidance on best practice in designing environments not only to meet the

More information

AUSTRALIAN HUMAN RIGHTS COMMISSION NOTICE OF DECISION ON APPLICATION FOR TEMPORARY EXEMPTIONS: AUSTRALASIAN RAILWAY ASSOCIATION

AUSTRALIAN HUMAN RIGHTS COMMISSION NOTICE OF DECISION ON APPLICATION FOR TEMPORARY EXEMPTIONS: AUSTRALASIAN RAILWAY ASSOCIATION AUSTRALIAN HUMAN RIGHTS COMMISSION DISABILITY DISCRIMINATION ACT 1992 (Cth), Section 55 DISABILITY STANDARDS FOR ACCESSIBLE PUBLIC TRANSPORT 2002 (Cth), Section 33A.1 DISABILITY (ACCESS TO PREMISES BUILDINGS)

More information

Guidance relating to disability for the NHS

Guidance relating to disability for the NHS Guidance relating to disability for the NHS January 2014 Contents Introduction 3 Guidance relating to disability for the NHS 4 2 Introduction The NHS Staff Council's Equality and Diversity Group has reviewed

More information

Conditions of Hire (Rooms

Conditions of Hire (Rooms Conditions of Hire (Rooms 20.1.1.1 and Halls) Grou Page 1 of 6 Conditions of Hire 1. Hirer: The Hirer is you the person who completes the agreement and signs the conditions of hire. 2. Availability The

More information

Guidance on the Preparation of an Access Statement

Guidance on the Preparation of an Access Statement Access For Disabled People Guidance on the Preparation of an Access Statement ENVIRONMENT DIRECTORATE BUILDING CONTROL NEATH CIVIC CENTRE NEATH SA11 3QZ General Introduction Part 3 of the Disability Discrimination

More information

An easy to read guide to the Disability Discrimination Act

An easy to read guide to the Disability Discrimination Act An easy to read guide to the Disability Discrimination Act Introduction The Disability Discrimination Act is a law to help disabled people. It says disabled people must be treated fairly. The law also

More information

Know. Your. Rights. Understanding. grievances. www.worksmart.org.uk. and disciplinaries

Know. Your. Rights. Understanding. grievances. www.worksmart.org.uk. and disciplinaries Understanding Know Your Rights www.worksmart.org.uk grievances and disciplinaries Introduction Whatever job you do, you can run into problems at work. Sometimes these can be sorted out quickly by informal

More information

Hotel Accessibility Pack

Hotel Accessibility Pack Thank you for considering the Hilton Garden Inn, Aberdeen City Centre. We are pleased to give you some information about our hotel that you may find useful when planning your visit. Arriving at the hotel

More information

ASA HEALTH AND SAFETY POLICY

ASA HEALTH AND SAFETY POLICY ASA HEALTH AND SAFETY POLICY Policy statement The ASA places great importance on the health and safety of all its employees, visitors and the general public. Temporary staff, contractors and visitors will

More information

Employment law solicitors

Employment law solicitors Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever

More information

Disability equality: a priority for all. Guidance for civil servants on the duties imposed by the Disability Discrimination Act

Disability equality: a priority for all. Guidance for civil servants on the duties imposed by the Disability Discrimination Act Disability equality: a priority for all Guidance for civil servants on the duties imposed by the Disability Discrimination Act Contents Foreword by Anne McGuire MP, Minister for Disabled People 3 Summary

More information

Disability Act 2006 A guide for disability service providers

Disability Act 2006 A guide for disability service providers Disability Act 2006 A guide for disability service providers ii Disabilty Act 2006 A guide for disability service providers Published by the Victorian Government Department of Human Services, Melbourne,

More information

Web version 28/05/08. Building regulations Part M 2004 Disability Discrimination Act 1995

Web version 28/05/08. Building regulations Part M 2004 Disability Discrimination Act 1995 Web version 28/05/08 Building regulations Part M 2004 Disability Discrimination Act 1995 Contents Introduction 01 Regulations from Doc M 02 Other regulations 05 Bibliography 07 Further information 08 Introduction

More information

Access to libraries for persons with disabilities - CHECKLIST

Access to libraries for persons with disabilities - CHECKLIST International Federation of Library Associations and Institutions IFLA Professional Reports, No. 89 Access to libraries for persons with disabilities - CHECKLIST By Birgitta Irvall and Gyda Skat Nielsen

More information

ACCESSIBLE EVENTS. A Guide For Meeting and Event Organisers

ACCESSIBLE EVENTS. A Guide For Meeting and Event Organisers ACCESSIBLE EVENTS A Guide For Meeting and Event Organisers Foreword Events such as conferences, festivals, annual meetings, award ceremonies, fundraisers and seminars are big business and an important

More information

Hire Agreement Offices

Hire Agreement Offices Hire Agreement Offices 19.1.1.1 Grou Vestry Hall, Cricket Green, Mitcham, Surrey. CR4 3UD In the London Borough of Merton Page 1 of 6 This Hire Agreement made the day of 20.. Between 1. London Borough

More information

Interpreting and Translation Policy

Interpreting and Translation Policy Interpreting and Translation Policy Exec Director lead Author/ lead Feedback on implementation to Karen Tomlinson Liz Johnson Tina Ball Date of draft February 2009 Consultation period February April 2009

More information

Access Statement Thistle St Albans (8.6.11)

Access Statement Thistle St Albans (8.6.11) Property: Access Statement Thistle St Albans (8.6.11) Thistle St Albans Watford Road St Albans, AL2 3DS Pre-Arrival Phone, fax & email: Phone: 0871 376 9034 / +44 845 305 8333 Fax: 0871 376 9134 / +44

More information

Disability Discrimination Act 2005

Disability Discrimination Act 2005 Disability Discrimination Act 2005 CHAPTER 13 Explanatory Notes have been produced to assist in the understanding of this Act and are available separately 7 50 Disability Discrimination Act 2005 CHAPTER

More information

Subject: Disability Discrimination Act 1995, Part III Compliance making reasonable adjustments to premises.

Subject: Disability Discrimination Act 1995, Part III Compliance making reasonable adjustments to premises. 1 Customer Focus GO3, Town Hall Report of : Executive Member(s) for Communities Meeting of Date Agenda Item Ward(s) Executive 5/09/02 C5 All Delete as appropriate Non-exempt Subject: Disability Discrimination

More information

Building an Accessible and Inclusive School Community

Building an Accessible and Inclusive School Community School Leadership Program Tool Kit Building an Accessible and Inclusive School Community Grades 6 to 12 School Leadership Program Tool Kit Table of Contents Welcome to Together We Rock!...4 Acknowledgements...6

More information

A guide for prospective registrants and admissions staff. A disabled person s guide to becoming a health professional

A guide for prospective registrants and admissions staff. A disabled person s guide to becoming a health professional A guide for prospective registrants and admissions staff A disabled person s guide to becoming a health professional Contents Who is this document for? 1 About the structure of this document 1 Section

More information

Disability Discrimination Legislation

Disability Discrimination Legislation Disability Discrimination Legislation since 2 December 1996 it has been unlawful for sports clubs to treat disabled people less favourably for a reason related to their disability; since 1 October 1999

More information

Hotel Accessibility Pack

Hotel Accessibility Pack Hotel Accessibility Pack Thank you for considering the Hilton Dublin City. We are pleased to provide you with some information regarding our hotel that you may find useful when planning your visit to our

More information

DISABILITY. Summary of the law on

DISABILITY. Summary of the law on Summary of the law on DISABILITY DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply

More information

American Academy of Physical Medicine and Rehabilitation Site Survey Report

American Academy of Physical Medicine and Rehabilitation Site Survey Report American Academy of Physical Medicine and Rehabilitation Site Survey Report Introduction and Background In early 2013, the Contract Meeting Manager for the American Academy of Physical Medicine and Rehabilitation

More information

Tip cards. Language and communication support. People with a learning disability. People with a sensory impairment. Guiding people and assistance dogs

Tip cards. Language and communication support. People with a learning disability. People with a sensory impairment. Guiding people and assistance dogs Tip cards Language and communication support People with a learning disability People with a sensory impairment Guiding people and assistance dogs People with a mental health problem Asking service users

More information

New College. School Of Divinity.

New College. School Of Divinity. THE UNIVERSITY OF EDINBURGH. New College. School Of Divinity. A GUIDE TO ACCESS AND FACILITIES. Address New College. School of Divinity. University Of Edinburgh. 1 Mound Place. Edinburgh. E,H,1, 2,L,U,.

More information

Club Policy for Disabled Supporters

Club Policy for Disabled Supporters 1 Club Policy for Disabled Supporters West Ham United Football Club fully supports the principle of equal opportunities and opposes all forms of unlawful or unfair discrimination on the grounds of disability.

More information

Code of Practice Post-16

Code of Practice Post-16 Disability Rights Commission Disability Discrimination Act 1995 Code of Practice Post-16 Code of Practice (revised) for providers of post-16 education and related services Making rights a reality Published

More information

DEVONSHIRE HOUSE SCHOOL

DEVONSHIRE HOUSE SCHOOL DEVONSHIRE HOUSE SCHOOL Risk Assessment POLICY This policy is for the whole school including EYFS What is a risk assessment? A risk assessment is a tool for conducting a formal examination of the harm

More information

NOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY. Documentation Control

NOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY. Documentation Control NOTTINGHAM UNIVERSITY HOSPITALS NHS TRUST POLICIES AND PROCEDURES MANAGEMENT OF ATTENDANCE AND SICKNESS ABSENCE POLICY Documentation Control Reference HR/P&C/003 Date approved 4 Approving Body Trust Board

More information

504/ADA SELF-EVALUATION AND ASSURANCE OF COMPLIANCE. 504/ADA General Information. Instructions

504/ADA SELF-EVALUATION AND ASSURANCE OF COMPLIANCE. 504/ADA General Information. Instructions 504/ADA SELF-EVALUATION AND ASSURANCE OF COMPLIANCE 504/ADA General Information Federal and State laws prohibit discrimination based on disability. Section 504 of the Rehabilitation Act of 1973, as amended

More information

Talking Disability. It s important to look past the disability and treat me as a real person. Communicating with people with a disability

Talking Disability. It s important to look past the disability and treat me as a real person. Communicating with people with a disability It s important to look past the disability and treat me as a real person. Communicating with people with a disability This communication booklet has been developed in recognition of the fact that how we

More information

NEW FIRE SAFETY LEGISLATION

NEW FIRE SAFETY LEGISLATION NEW FIRE SAFETY LEGISLATION The Fire and Rescue Services (Northern Ireland) Order 2006 The Fire Safety Regulations (Northern Ireland) 2010 Fire Safety legislation changed A SHORT GUIDE TO MAKING YOUR PREMISES

More information

The Scottish Parliament Information for visitors

The Scottish Parliament Information for visitors The Scottish Parliament Information for visitors Contents Welcome to the Scottish Parliament - Page 2 Contact details for the Scottish Parliament - Page 2 Opening times - Page 3 Travel to the Scottish

More information

From Exclusion to Inclusion. A Report of the Disability Rights Task Force on Civil Rights for Disabled People. Executive Summary.

From Exclusion to Inclusion. A Report of the Disability Rights Task Force on Civil Rights for Disabled People. Executive Summary. From Exclusion to Inclusion A Report of the Disability Rights Task Force on Civil Rights for Disabled People Executive Summary December 1999 Executive Summary Introduction 1. Disabled people are one of

More information

work Privacy Your Your right to Rights Know

work Privacy Your Your right to Rights Know Your right to Privacy Know Your Rights www.worksmart.org.uk at work Everyone has the right to a private life even when they re at work. But new technology is making it easier than ever for employers to

More information

Supporting disabled people in the workplace: guidance for UCL managers

Supporting disabled people in the workplace: guidance for UCL managers 1UCL EQUALITIES Supporting disabled AND people DIVERSITY in the workplace: guidance for UCL managers Supporting disabled people in the workplace: guidance for UCL managers 2 Why do UCL managers require

More information

Making your website easy to use for diverse audiences

Making your website easy to use for diverse audiences Making your website easy to use for diverse audiences About AbilityNet AbilityNet is the UK s only charity dedicated to ICT access for people with disabilities We support people on a one to one basis The

More information

AODA. Accessibility for Ontarians with Disabilities Act. Guide to Accessible Events

AODA. Accessibility for Ontarians with Disabilities Act. Guide to Accessible Events AODA Accessibility for Ontarians with Disabilities Act Guide to Accessible Events Events That Are Accessible For All The Accessibility for Ontarians with Disabilities Act (AODA) promotes the principles

More information

DisabilityStatement. www.burycollege.ac.uk. Our Vision

DisabilityStatement. www.burycollege.ac.uk. Our Vision DisabilityStatement Opportunities and Additional Support for students with Learning Difficulties and/or Disabilities Our Vision Developing Individual Potential Inspiring Excellence Promoting Prosperity

More information

Disabled Access Guide

Disabled Access Guide Disabled Access Guide The Royal Hotel South Parade Weston-Super-Mare Somerset BS23 1JP Tel: 01934 423 100 Fax : 01934 415 135 Email: Web: reservations@royalhotelweston.com www.royalhotelweston.com Location

More information

2.1. These Terms of Admission, ( Terms ) as may be from time to time amended set out the general terms which apply to you.

2.1. These Terms of Admission, ( Terms ) as may be from time to time amended set out the general terms which apply to you. Terms of Admission 1. Definitions 1.1. You means everyone who purchases a ticket and everyone who visits a cinema operated by The Regal Cinema Evesham Ltd ( TRCEL ), whether or not they have purchased

More information

A guide for employers

A guide for employers A guide for employers Contents 01 Contents A guide for employers 02 Discrimination the new law explained 05 Other relevant legisltation 13 02 The Equality Act 2010 and cancer how it affects you A guide

More information

Work After Stroke. Updated: April 2015 Review date: April 2016. Employers Guide

Work After Stroke. Updated: April 2015 Review date: April 2016. Employers Guide Work After Stroke Updated: April 2015 Review date: April 2016 Employers Guide The Work After Stroke research project team would like to thank all Different Strokes members who took part in the 3-year project,

More information

Customer Charter. www.dublinbus.ie

Customer Charter. www.dublinbus.ie Customer Charter www.dublinbus.ie Contents Our commitment to you 4 Providing a quality service 4 Keeping you informed 7 Providing an accessible service 8 Paying for your journey 9 Helping the environment

More information

Disability and Discrimination Statement

Disability and Discrimination Statement Disability and Discrimination Statement Policy Data Sheet Policy Name: Document Reference: Disability and Discrimination Statement BLSch012 Version Number: 1 Ratified By Principal: Chair of Governing Body

More information

Page Introduction 3 Remit and Scope of the Accessibility Strategy 3 Resourcing the Strategy 4 Monitoring and Review Arrangements 4

Page Introduction 3 Remit and Scope of the Accessibility Strategy 3 Resourcing the Strategy 4 Monitoring and Review Arrangements 4 March 2015 Contents Page Introduction 3 Remit and Scope of the Accessibility Strategy 3 Resourcing the Strategy 4 Monitoring and Review Arrangements 4 The Legal Framework 5 The Equality Act 2010 5 Enforcement

More information

Reasonable Adjustments Guidance June 2014

Reasonable Adjustments Guidance June 2014 Department for Environment, Food and Rural Affairs Diversity and inclusion Reasonable Adjustments Guidance June 2014 Reasonable Adjustments for disabled & Deaf employees Employers must make reasonable

More information

Integrated Accessibility Standards Regulation:

Integrated Accessibility Standards Regulation: Integrated Accessibility Standards Regulation: A Training Booklet for Small Private and Not-for-Profit Organizations www.accessforward.ca July 2013 Disclaimer This training resource is not legal advice

More information

What is Disability Discrimination and when is it against the law?

What is Disability Discrimination and when is it against the law? What is Disability Discrimination and when is it against the law? This fact sheet will help you understand what disability discrimination is. In Queensland, disability discrimination is covered by two

More information

CHURCH ADMINISTRATOR S CONFERENCE

CHURCH ADMINISTRATOR S CONFERENCE CLICK AND TYPE DATE CHURCH ADMINISTRATOR S CONFERENCE Peter Halden, Insurance Consultant & Surveyor Ecclesiastical Insurance Office plc 2008 Help for the Daunted RISK ASSESSMENTS Ecclesiastical Insurance

More information

SWANSEA UNIVERSITY. The Institutional Duty Regarding Reasonable Adjustments. For Information and Dissemination. Consultation / Approval History

SWANSEA UNIVERSITY. The Institutional Duty Regarding Reasonable Adjustments. For Information and Dissemination. Consultation / Approval History SWANSEA UNIVERSITY Paper Number Document Title Enquiries to Proposer in meeting Action(s) Requested The Institutional Duty Regarding Reasonable Adjustments Adele Jones, Manager Disability Office Kevin

More information

Making a complaint Information Guide

Making a complaint Information Guide Making a complaint Information Guide This guidance is to assist disabled people and / or their family members who feel they may have received a less favourable service (discrimination) due to their disability.

More information

Employment Law Guide

Employment Law Guide Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal

More information

Netherthong Primary School Accessibility Plan Disability Discrimination Act Action Plan 2014 2017

Netherthong Primary School Accessibility Plan Disability Discrimination Act Action Plan 2014 2017 Netherthong Primary School Accessibility Plan Disability Discrimination Act Action Plan 2014 2017 This document available in larger print upon request Contents Page Section 1 Introduction 3 Disability

More information

A checklist for making campus services welcoming, accessible, and usable

A checklist for making campus services welcoming, accessible, and usable Equal Access: Universal Design of Student Services Adapted from the University of Washington Publication of the same name (http://www.washington.edu/doit/brochures/academics/equal_access_ss.html) A checklist

More information

Macmillan Cancer Support Volunteering Policy

Macmillan Cancer Support Volunteering Policy Macmillan Cancer Support Volunteering Policy Introduction Thousands of volunteers dedicate time and energy to improve the lives of people affected by cancer. Macmillan was started by a volunteer and volunteers

More information