Version 1: 24/06/2004
OLLSCOILE NA hEIREANN, GAILLIMH
POLICY STATEMENT
AND
CODE OF PRACTICE
FOR THE EMPLOYMENT OF PEOPLE WITH DISABILITIES
22 May, 2000.
POLICY STATEMENT
The University is committed to a policy of diversity and is seeking to increase the
number of people with disabilities in the workforce. Applications from suitably
qualified people with disabilities are welcome.
It is the policy of the University to ensure equality of opportunity in employment
and training for people with disabilities. People with disabilities will be selected
for employment and advancement on the basis of merit and abilities.
In order to encourage applications from, and the employment of people with
disabilities, the University will endeavour to a)
Employ people with disabilities in jobs for which they are suited
b)
Take positive action to facilitate the integration of people with a disability
into employment
c)
Establish targets to increase the numbers of people with disabilities
employed
d)
Continue the employment of those individuals who become disabled
whilst in the University’s employment for example by restructuring the
employee’s own job and offering retraining, redeployment and/or
rehabilitation if necessary
e)
Ensure that employees with disabilities have every opportunity to be
considered for promotion/advancement
f)
Co-operate closely with the Equality Authority and the National
Disability Authority and, so that the University can retain an employee
with a disability or recruit a person with a disability, make use of the
special services and advice offered by statutory and voluntary agencies
and any other agencies with an interest in promoting the issue
g)
Provide reasonable accommodation, create an accessible and safe
working environment.
All employees of the university have a responsibility to accept their personal
involvement in the practical application of this policy. Specific responsibility
falls upon senior staff, particularly Heads of Departments/Units and those in
managerial and supervisory roles as well as staff involved in recruitment,
employee administration and training. Such responsibilities will be monitored
by the Equality Officer and the Equality subcommittee of Human Resources
Committee.
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LEGAL DEFINITION
“Disability” as defined by the Employment Equality Act, 1998 –
(a)
the total or partial absence of a person’s bodily or mental functions,
including the absence of a part of a person’s body,
(b)
the presence in the body of organisms causing, or likely to cause, chronic
disease or illness,
(c)
the malfunction, malformation or disfigurement of a part of a person’s
body,
(d)
a condition or malfunction which results in a person learning differently
from a person without the condition or malfunction, or
(e)
a condition, illness or disease which affects a person’s thought processes,
perception of reality, emotions or judgement or which results in disturbed
behaviour, and shall be taken to include disability which exists at present, or
which previously existed but no longer exists or which may exist in the
future or which is imputed to a person”
Section 16(3) of the Act provides that –
“(a)
For the purposes of this Act, a person who has a disability shall not be
regarded as other than fully competent to undertake, and fully capable of
undertaking, any duties if, with the assistance of special treatment or
facilities, such person would be fully competent to undertake, and be fully
capable of undertaking, those duties.
(b)
An employer shall do all that is reasonable to accommodate the needs of a
person who has a disability by providing special treatment or facilities to
which paragraph (a) relates.
(c)
A refusal or failure to provide for special treatment or facilities to which
paragraph (a) relates shall not be deemed reasonable unless such provision
would give rise to a cost, other than a nominal cost, to the employer.”
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CODE OF PRACTICE
The University welcomes applications from people with disabilities for posts, for
which they are qualified. Their applications will be considered on the basis of
abilities, competencies, qualifications and suitability for the work in question.
All information provided will be treated in confidence. Particular arrangements
can be made e.g. by telephone, email or audiotape.
People with disabilities will be selected for employment, training and promotion
on the basis of merit and the ability to do the job.
1.
2.
Selection and Interview process
(a)
The University will endeavour to accommodate, at all times,
candidates with disabilities who have particular needs to enable
them to compete on equal terms with other candidates.
(b)
When interviewing candidates with disabilities, special
arrangements will be made as required e.g. a speech-impaired
person to bring an interpreter, sign language interpreter.
(Appendix 1 – “Workplace/Equipment Adaptation Grant”).
(c)
Where written testing is applicable, every effort will be made to
accommodate the candidate’s particular needs, e.g. separate room,
additional time, computer etc.
(d)
Interview board members and immediate line managers will be
trained on disability /equality awareness and will be supplied with
a copy of this code.
(e)
After the selection process, at the pre-employment medical,
emphasis on the individual’s ability to carry out the tasks of the
position is the only concern.
(f)
The Personnel Office will keep in constant contact with statutory
agencies, Career Offices, FAS, Disability Press, Internet, in an
effort to bring job vacancies to the widest possible audience.
Integration in the workplace.
(a)
The early working days of newly recruited disabled persons will be
closely monitored so problems which are identified can be
discussed openly with a view to finding ways of overcoming them,
e.g. changes in accommodation or in equipment to achieve
optimum performance on the job.
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3.
(b)
In consultation with the new staff member with a disability, due
regard will be given to location close to accessible amenities.
(c)
The Head of Department/Unit and line manager/supervisor will be
fully informed of the staff member’s circumstances. (The right to
medical confidentiality will be respected).
d)
The co-operation and support of co-workers is essential to the
successful induction and integration of any new member of staff.
The Head of Department/Unit and line managers will promote
positive peer support for members of staff with disabilities.
Career Development
Staff with disabilities will have the same opportunities as other staff to
develop full and rewarding careers in NUI, Galway.
(a)
In assigning duties to staff with disabilities, care should be taken to
ensure, to the greatest extent possible, that they are given the same
opportunities as other staff to acquire the range of skills and
experience necessary for future career development.
(b)
While it is appreciated that some staff with disabilities may not be
able to undertake the duties of all posts in their grade, every effort
will be made to afford them the same opportunities as other staff
to broaden their experience through staff mobility arrangements
and provision of reasonable accommodations.
(c)
Staff with disabilities will be offered the same access to the full
range of training as other staff.
(d)
Measures will be taken to ensure that staff with disabilities are not
inhibited from availing of such opportunities by problems of
physical or sensory access to training centres or conference rooms
or by the format of training materials, etc.
(e)
Where it appears that staff with disabilities will have a reluctance
to apply for positions because of their disability, staff will be
positively encouraged to apply for promotional posts.
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4.
Retention in Employment
“Losing the services of an employee who becomes disabled deprives an
organisation of a considerable asset and investment in terms of their skills,
experience, training and the loyalty and commitment they may have shown”.
IBEC
Any staff member can acquire a disability at any stage during her/his
working life or may have a disability that is progressive in nature. Every
effort will be made to assist the individual back to full employment,
whether in their existing job or suitable alternative. This could include
measures such as job restructuring, re-training, re-location and flexible
working arrangements.
5.
6.
Accommodation and Equipment
(a)
The Director of Physical Resources in undertaking any significant
structural alterations to existing buildings will ensure that designs
include such alterations as are necessary to bring the buildings
concerned up to the statutory standard of accessibility, and
provide reasonable accommodation and adequate facilities for
people with disabilities.
(b)
The Director of Human Resources will consult with staff with
disabilities about assistive devices and IT, which might enhance
their efficiency and effectiveness in performing their duties, and
adopt a positive approach to reasonable requests for such
equipment.
Safety, Health and Welfare at Work
(a)
The University is committed, insofar as is reasonably practicable,
to provide a safe and healthy working environment for all its
employees. In compliance with the 1993 Safety Regulations this
includes access to work area and facilities, workstation set-up,
selection of work equipment and the important issue of emergency
procedures.
(b)
Where employees are disabled through reduced mobility, hearing
or sight, it is important that they are able to make as rapid and
safe an exit (as their able-bodied colleagues) in the case of fire or
other emergency.
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(c)
7.
It is a general requirement that emergency procedures are preplanned and that planning should have regard to the needs of all
occupants. The procedure will vary according to the needs of the
person with the disability, their relationship to the building they
occupy and its structural characteristics.
Evacuation Procedures
When an employee with a disability joins the staff of NUI, Galway the
following steps will be taken in consultation with the Health and Safety
Officer and the Fire Officer.
8.
(a)
Devise personal evacuation plans in consultation with the
individual, tailored to meet their requirements.
(b)
Staff who have been nominated as responsible for assisting with
evacuation will need to be trained in lifting or guiding techniques
as necessary, everyone will need to participate in practice drills.
(c)
Where staff are unable to use stairways without assistance it will
be necessary to identify refuge areas, free from any obstruction in
which the person can safely remain before being assisted to final
exit.
(d)
Where necessary, visual warning signals for people with hearing
difficulties should be installed.
(e)
A practice fire drill, in which at least one person with a mobility
difficulty is assisted to a place of safety, should be carried out at
least once a year.
Implementing this code
(a)
All University staff have a role in ensuring that the provisions of
this Code are adhered to. Specific responsibility falls upon senior
staff, particularly those in managerial and supervisory roles and
will be monitored by the Equality Officer.
(b)
When expert advice is required, at both recruitment and after
consulting the person with the disability, the Personnel Office will
contact the appropriate organisation where the advice is likely to
be found. (Appendix II – “Some sources of help”)
(c)
The Equality Subcommittee of Human Resources will monitor the
implementation of this Code on an ongoing basis.
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APPENDIX I
WORKPLACE/EQUIPMENT ADAPTATION GRANT
If you think that the workplace or equipment is not suitable, a grant may be
available towards the cost of making the necessary adaptations.
Aids and adaptations for which a grant may be given include:
(a)
(b)
(c)
(d)
(e)
Ramps for wheelchair users
Alarm systems with flashing list to assist people with hearing
impairments
Voice synthesizers for visually impaired computer users
Modification of toilets
Machinery adaptations e.g. can be used by foot instead of hand
Grants are also available if –
(a)
(b)
About to employ a person with a disability
Continuing to employ a worker who has become disabled
A maximum of £5,000 will be paid on completion of the adaptations to premises
or equipment. Free advice can be provided on making adaptations to buildings
and sourcing suppliers of specialised equipment
Job Interview Interpreter/Personal Reader Grant
A person with a speech or hearing impairment attending a job interview can
apply to have an interpreter present of their interview.
Applications for Interpreters should be made to:
Irish Sign Link, 25
Clyde Road
Ballsbridge
Dublin 4 Telephone: 01/6080437.
In addition to Personal Reader grant is available to those who are visually
impaired and who need support with reading.
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APPENDIX II
SOME SOURCES OF HELP – ORGANISATIONS
Organisation
Address
Telephone No.
AHEAD – Association for
Higher Education Access and
Disability
Newman House
86 St. Stephen’s Green
Dublin 2
01/4752386
Aids Help West
Ozanam House
St Augustine Street
Galway
091/566266
Arthritis Foundation of
Ireland
1 Clanwilliam Square
Grand Canal Quay
Dublin 2
01/6618188
Aware Defeat Depression
147 Phibsboro Road
Dublin 7
01/8308449
Cerebral Palsy Ireland
Galway Centre
Seamus Quirke Road,
Galway
091/526321
Cheshire Foundation of Ireland
46 Pembroke Road
Dublin 4
01/6670323
Cystic Fibrosis Association
of Ireland
C.F. House Lane
24 Lr Rathmines Rd
Dublin 6
01/4962433
Department of Justice, Equality
& Law Reform
43/49 Mespil Road
Dublin 4
01/6670344
Disability Federation of Ireland
2 Sandyford Office Pk
Dublin 18
01/2959344
Employment Equality Agency
Clonmel Street
Off Harcourt Street
Dublin 2
01/4173333
Forum of People with
Disabilities
First Floor – 21 Hill St
Dublin 1
01/8786075
Galway County Association
For Mentally Handicapped
The Halls
Quay Street
Galway
091/567291
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Irish Council of People
with Disabilities (ICPD)
4th Floor, Park House
North Circular Road
Dublin 7
01/8683502
Irish Diabetic Association
76 Lower Gardiner St
Dublin 2
01/8363022
Irish Epilepsy Association
Ozhnam House
St. Augustine St
Galway
091/568180
Irish Haemophilia Society
4/5 Eustace Street
Dublin 2
01/6778529
Irish Heart Foundation
Canavan House,
Nuns Island
Galway
091/563860
Irish Kidney Association
156 Pembroke Road
Dublin 4
01/6689788
Irish Wheelchair Association
35 Dominick Street
Galway
091/565598
Multiple Sclerosis Society of
Ireland
35 Dominick Street
Galway
091/562737
National Association for
the Deaf
Atlantic House
39A Prospect Hill
Galway
091/564871
National Council for
the Blind
Francis Street
Galway
091/564926
National Disability Resource
Centre
44, Nth Great
Georges Street
Dublin 1
01/8747503
NRB – National Rehabilitation
Board
Ely Place
Sea Road Galway
091/582111
NTDI – National Training and
Development Institute
Roslyn Park
Beach Road
Sandymount Dublin 4
01/2057200
Schizophrenia Association of
Ireland
Schizophrenia Ireland
4 Fitzwilliam Place
Dublin 2
Helpline
01/6761988
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1890 62 16 31