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How is dda/equality act criteria applied when choosing indoor worker candidates

22 Mar 2019, 12:28

Hi

I had a stroke and after a period of long term sickness of approx 7 months I returned on rehab which after 7 months approx I am still on.

I have had many medicals, face to face and via phone, a very recent one by an Occupational Health Therapist 3 hour medical has concluded that I am fit only for inside work at RM, though there may be scope for outdoor work in the future depending on my recovery.

I am currently considered having a disability, due to the manner of my illness, its length, and am registered as having a disability.

My question is;

An indoor job has been advertised at my depot, which I have now applied for.

I have approached the union guy, asking that my condition and such like be taken into account.

He advised me that he will indeed take my condition into account, but that there are a number of dda's that will be considered for the job.

I am unaware of any other long term sickness or rehabs and can only assume that any other candidates are actively on deliveries, and assume that these people are safe and well to do these deliveries, otherwise they wouldnt be doing them on grounds of health and safety etc.


I therefore rightly, or is it wrongly?, would assume that I would be a prime candidate for the position.

My future within RM, my ability to provide for my family, my home etc is at risk if I lose my job, its a big deal to me and I would not seek to undermine anyone who is suffering any kind of illness or condition, I just need to represent myself as strongly as possible, as they should too.

Is there a published criteria/policy the union has to work to when deciding between multiple candidates for a postion when dda or whatever its called now is taken into account?

Anyone know?

Thanks in advance..............


How is dda/equality act criteria applied when choosing indoor worker candidates

23 Mar 2019, 06:14

There is nothing set out in stone but I believe it would be down to the severity of the condition as to how the roles are prioritized. This would be for your union rep to sort out and agree with management

How is dda/equality act criteria applied when choosing indoor worker candidates

25 Mar 2019, 10:41

sardonicus wrote:I am unaware of any other long term sickness or rehabs and can only assume that any other candidates are actively on deliveries, and assume that these people are safe and well to do these deliveries, otherwise they wouldnt be doing them on grounds of health and safety etc.



Firstly, I wish you well in your recovery. I'm in the situation where it is unlikely I'll be able to finish my time at Royal Mail and will have to take IHR at some point. I'm probably a bit older than you so in a different place financially.

It may be possible that there are people with significant disabilities such as yourself in other offices. I would guess that Royal Mail is duty bound to look at all options rather than just a local option. I do know of people who have been in the situation of not being able to do a walk and being offered work at mail centres as the only option to IHR.

How is dda/equality act criteria applied when choosing indoor worker candidates

25 Mar 2019, 11:12

97gaz wrote:I do know of people who have been in the situation of not being able to do a walk and being offered work at mail centres as the only option to IHR.

Transfers to MCs for DDAs probably aren't guaranteed. Probably the only sit down jobs in a MC that aren't classed as specialist duties are flats and letters and the volume of flats and letters has dropped massively over the last few years, especially in the last year (affect of GDPR regs?). MCs will only be able to accommodate a fixed number of DDAs and they might already have their DDAs doing flats and letters.

Don't forget that many MCs will be in places where public transport isn't to good (either no buses or the buses don't run anywhere near shift start/end times). You need to consider if you'd need to be able to drive between the MC and your home.

If there's multiple DDA people chasing after indoor work, wouldn't they all need to be referred to OH to determine who's in the most need of the indoor jobs?

How is dda/equality act criteria applied when choosing indoor worker candidates

25 Mar 2019, 11:21

SpacePhoenix wrote:If there's multiple DDA people chasing after indoor work, wouldn't they all need to be referred to OH to determine who's in the most need of the indoor jobs?


That was sort of my point to the OP. It may be that because he can't see other DDA candidates in his office that RM are considering people from other offices also for the indoor position.

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