Possible disability discrimination - what should I do?

Millysmammy

All of the above has been explained face to face from the off, as well as by letter and email from myself, my carer and the Active Communities Association.

nightingalesgarden

So the reasonable adjustments you need are:

Either lift access or a clear plan agreed in line with health and safety how you would be moved/cared for in the case of an attack.

You want to be confident of your health and safety around machinery - so you require a full risk assessment.

Hours starting at 9am and finishing at an agreed time (they may not agree to 6pm if you would be left unsupervised/they don't have others working at this time) so you may need to discuss shortened hours. But an easy reasonable adjustment to change - can't see how they can refuse the start time...

You have no issue with your current role - the light was just a suggestion, but you don't have any issues with noise, stress, pressure of the work....so that's fine.

I know that it's all been done before but you need to discuss with HR, and confirm in writing that you want A2W involved in discussions and full risk/H&S assessments carried out.

On the salary front - before I (or someone else) gets all legal....If another employee moved in the way that you did, from department to department - would this affect their base pay in the same way? Is it the way that things work where you are - does where you work dictates the pay scale?

CFC

I think the real question is why you were moved from the IT department to the CS department?
As this was a downgrade, ie you lost pay because of it, was this actually a redundancy situation as they had intended to change the job role? Or was it an agreed move due to underperformance?
What was actually said in that meeting with the HR rep, and the IT director?