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Can an employee, in the operational department take decisions that are detrimental to his work but favorable to the Organisation to which its belongs
Employers have a legal responsibility to ensure that no unlawful discrimination occurs in the recruiting of employee, Equality of opportunity is an integral part of the recruitment and selection process. Under its Code of Practice: Equal Opportunities in Employment, some country is now committed to ensuring there is no unlawful discrimination (direct or indirect) on grounds of sex, marital status, gender reassignment, race, color, nationality,
ethnic origin, disability, religion or belief, political belief, sexual orientation, pregnancy or childbirth, membership of a trade union, part-time working, or age. It is the responsibility of everyone involved in the recruitment process .An individual who feels s/he has been discriminated against on one of these grounds may make a claim of discrimination against an organization to an employment tribunal. The ‘Burden of Proof’ applied by a Tribunal to claims of illegal discrimination has two levels
There are the ‘Two Ticks’ disability symbol that any disabled candidate who has indicated that they wish to participate in this scheme and who meets the minimum threshold for the essential criteria for a post will be invited for interview. Human Resources will alert managers when an application is received to which this commitment applies, and a specific insertion must be made into the invitation to interview letter, relating to any adjustments to be during the selection process
Disability Discrimination :
In accordance with its obligations under the Disability Discrimination Act it has a legal duty to ensure that a disabled person is not disadvantaged by a provision, criterion or
Practice applied, or by a physical feature of an employer's grounds. Employment Authority will ensure that job applicants and employees who are disabled, become disabled, or have had a disability receive no less favorable treatment than others on the grounds of their disability unless, after making reasonable adjustments, there remain material and substantial reasons why it is not possible to ensure this. The duty to make reasonable adjustments also applies to the various stages of the recruitment and selection process as well as within employment, and as such it is essential that we have mechanisms in place to enable reasonable adjustments to be made within a reasonable timeframe. Discrimination can take place at any stage of the recruitment and selection process and as such adjustments may be required at the different stages of disable candidate employee.
Some examples of reasonable adjustments for handicap skilled candidates are detailed below:
a) Providing recruitment information in alternative formats when requested, i.e.
Large print, audio, Braille, disk etc.
b) Accepting applications via alternative methods, i.e. audio tape, disk;
c) Providing alternative procedures for testing/assessment, i.e. oral rather than a
Manual test, extra time to carry out assessment;
d) Providing alternative equipment or
e)Allowing candidate to bring necessary equipment, i.e. keyboard;
f) Providing an interpreter or reader;
Changing the location of an interview/testing room to ensure accessibility.
Please note that whilst an individual may request an adjustment to be made, as
an employer we will determine whether we consider the request to be reasonable
or not. Therefore each request must be considered on its own merits and a
decision made as to whether the request is reasonable and will be facilitated.
Personally I do not recruit handicapped;
Reasons: Requires special needs inside the office, requires special equipments, a private toilet, transportation, should have an extra nurse for emergencies, morality, sympathizing, requires an extra care, can never be fair with him, in addition to things that i rather not to tell.
