Making changes to the workplace In most cases the person with a disability will be able to tell the employer what reasonable adjustments are needed. If necessary, employers should also seek advice from government agencies or organisations which represent or provide services to people with disabilities. Examples of adjustments that may be reasonable for an employer to make include: providing a sign Changing recruitment and selection procedures. For example, language interpreter for a Deaf person or ensuring the medical assessor is familiar with a disability and how it relates to the job requirements. person’s particular Modifying work premises. For example, making ramps, modifying toilets or providing flashing lights to alert people with a hearing loss. Changes to job design, work schedules or other work practices. For example, swapping some duties among staff or providing regular meal breaks for a person with diabetes. Modifying equipment. For example, lowering a workbench or providing an enlarged computer screen. Providing training or other assistance. For example, running induction programs for staff with a disability and their co-workers, providing a mentor or support person for a person with an intellectual disability, and including staff with a disability in all mainstream training. The Federal Government can provide financial assistance for workplace modifications for employees with disabilities. For more information go to . Workplace injuries If an employee develops a disability either through an injury in the workplace, an unrelated – accident or an illness and he or she is still able to perform the essential duties of the job, the – employee should be given any assistance needed to do the job unless it would cause the employer unjustifiable hardship. If an employee has a work-related injury, there may be an overlap between work health and safety legislation and workers compensation schemes and the DDA. The employer should ensure that an employee with a work-related injury is given appropriate duties and assistance while he or she recovers from the injury. The employer will also need to determine whether the employee can still perform the essential duties of the job with assistance or adjustments, if required before considering dismissal. – – For example, Frank had been employed for many years as a driver with a large transport company. He then had a work-related injury which restricted him to lifting weights of no more than 30kg. Frank said he was able to carry out his pre-injury duties with minor adjustments but was denied the option of returning to work because of his injury. This may be disability discrimination.
Making changes to the workplace In most cases the person with a disability will be able to tell the employer what reasonable adjustments are needed. If necessary, employers should also seek advice from government agencies or organisations which represent or provide services to people with disabilities. Examples of adjustments that may be reasonable for an employer to make include: Changing recruitment and selection procedures. For example, providing a sign language interpreter for a Deaf person or ensuring the medical assessor is familiar with a person’s particular disability and how it relates to the job requirements. Modifying work premises. For example, making ramps, modifying toilets or providing flashing lights to alert people with a hearing loss. Changes to job design, work schedules or other work practices. For example, swapping some duties among staff or providing regular meal breaks for a person with diabetes. Modifying equipment. For example, lowering a workbench or providing an enlarged computer screen. Providing training or other assistance. For example, running induction programs for staff with a disability and their co-workers, providing a mentor or support person for a person with an intellectual disability, and including staff with a disability in all mainstream training. The Federal Government can provide financial assistance for workplace modifications for employees with disabilities. For more information go to . Workplace injuries If an employee develops a disability – either through an injury in the workplace, an unrelated accident or an illness – and he or she is still able to perform the essential duties of the job, the employee should be given any assistance needed to do the job unless it would cause the employer unjustifiable hardship. If an employee has a work-related injury, there may be an overlap between work health and safety legislation and workers compensation schemes and the DDA. The employer should ensure that an employee with a work-related injury is given appropriate duties and assistance while he or she recovers from the injury. The employer will also need to determine whether the employee can still perform the essential duties of the job – with assistance or adjustments, if required – before considering dismissal. For example, Frank had been employed for many years as a driver with a large transport company. He then had a work-related injury which restricted him to lifting weights of no more than 30kg. Frank said he was able to carry out his pre-injury duties with minor adjustments but was denied the option of returning to work because of his injury. This may be disability discrimination.