Date June 2004
Disability Policy Statement
The Disability Discrimination Act 1995 came into
effect on 2nd December 1996. The Act makes it unlawful
to discriminate against disabled people, or people who
have had a disability, in relation to employment and
in the provision of goods, facilities and services.
Concept Joinery Ltd. is committed to equal opportunities
in employment. It will treat applications from disabled
people, within the constraints of legitimate job requirements,
in the same way as those from persons without a disability.
It will provide support for disabled employees within
Concept Joinery Ltd., with the assistance of external
agencies where appropriate, to enable them to work to
maximum effect within any limits imposed by their disability.
Discrimination can occur in two ways:
a. For a reason which relates to a person's disability,
the employer treats that person less favourably than
the employer treats, or would treat, others to whom
the reason does not apply AND the employer cannot show
that this treatment is justified.
b. An employer fails to comply with a duty of reasonable
adjustment imposed in relation to the disabled person
AND cannot show that this failure is justified.
"A physical or mental impairment which has a
substantial and long-term adverse effect on a person's
ability to carry out normal day to day activities"
The definition of "normal day to day activities"
includes: mobility, manual dexterity, lifting, hearing,
eyesight, speech, memory, and the ability to concentrate,
learn, or understand.
The Act defines "substantial" as being
more than minor or trivial and "long-term"
as being more than 12 months.
Disabled people are not only those whose disability
is immediately obvious, e.g. visually impaired or those
who use wheel-chairs. Many disabilities which may affect
employment are not obvious, for example heart problems,
mental illness, asthma, arthritis epilepsy or hearing
An impairment which would substantially affect a
person, but which is controlled by medical treatment
or prosthesis, is still covered by the definition of
Duty to Adjust
There is a Statutory duty under the Act to make reasonable
adjustments to: Working Practices and The Working Environment
to ensure that disabled people are not disadvantaged.
Adjustments may include:
Reallocation of duties
Adjustments/alterations to premises
Transferring staff to other available vacancies
Altering working hours
Changing place of work
Concept Joinery Ltd. will take into account; practicalities
of the adjustment, financial considerations, disruption
of activities and other funding arrangements, when considering
Examples of Adjustments
Widening a door-way which is too narrow for a wheel-chair
Fitting special taps for someone with arthritis
Increasing the lighting for someone with restricted
Changing starting and finishing times for individuals
with mobility problems
Allocating a car parking space close to the working
location for an individual with an adapted car
Time off work for medical treatment
Providing an adapted keyboard or telephone
Individuals who require advice or assistance should
speak to their immediate manager or supervisor in the
© Lee Hallard Building Services (Concept Joinery Ltd.
Policy Stmt Disability2004.wpd