| No workplace modification for people with disabilities is small enough... |
 No workplace modification for people with disabilities is small enough...
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Sep. 23rd, 2011 @ 11:59 am 
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In 2008, a charity organisation called the Association of Voluntary Organisations in Wrexham (AVOW) took over a Wrexham council contract. A charity worker named Genny Bove transferred to AVOW with the contract. She was known to them, having previously done short-term work during which she tried unsuccessfully to get them to provide her with an area in which to work with suitable lighting to avoid triggering her severe migraines.
From Private Eye: When AVOW's Chief Officer John Gallanders learned that Ms Bove was to be transferred to AVOW with a new contract matching her existing employment terms, he requested an enhanced criminal records check. In a letter seen by the tribunal, he explained this was because: "It might be a long shot, but there may be something that shows up in this which may indicate she is unstable [sic] for the job."
Meanwhile AVOW refused Ms Bove's pleas to replace a fluorescent light above her desk with an alternative bulb - as her previous employer had done and which the tribunal estimated would have cost £20.
After she started a disability grievance procedure against AVOW, Mr Gallanders decided to "experiment" by holding a meeting in a room with similarly problematic light bulbs...
Funnily enough, the employment tribunal found that part to be just a tiny bit inappropriate. Well, according to Private Eye, they said it was "shocking" and that they don't use that word lightly.
Ms Bove was awarded £21,000 after the tribunal ruled she had been "constructively dismissed". The settlement does include money for "injury to feelings", as well as lost wages. Personally I still think it's rather on the small side, taking into account that the boss deliberately tried to trigger her migraines and that, no, seriously, all she wanted was for them to change a damn light bulb. I wouldn't call that an unreasonable request for someone to make on the basis of, "I just don't like fluorescent lights," let alone a situation like hers.
Third Sector Online reports that: "The tribunal judgement, which was received by Bove this week, said AVOW discriminated against her "in the form of direct discrimination, victimisation, and a failure to comply with its duty to make reasonable adjustments"."
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| Date: |
September 23rd, 2011 06:28 pm (UTC) |
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