Equality Advisory Support Service Arvostelua 231

Excellent advice and a compassionate listener in Jamie. I was listened to in a calm and professional manner. Important timeframes and templates were signposted to me and I feel I have all the information that I need to try to resolve my case. Thank you for your patience and candor Jamie you have helped me immensely.

I contacted the EEA about a situation with a public service provider where I believe I'm being discriminated against. Jamie (though I'm not sure I got the name right!) was absolutely fantastic. She was so understanding and thoughtful, staying with me on the phone for almost an hour. Her patience was remarkable as she listened to my situation. Jamie provided the best advice with real competence and professionalism. She was so attentive that I now feel confident about what to do next. I can't recommend her and EEA highly enough. Thank you so much for such outstanding service.

Jayne gave me some excellent advice concerning challenges we are having with my child's school and suspected discrimination against him. Very grateful for her knowledge, the letter templates and contact details for further support.

James was so informative really excellent I can not praise him enough thankyou for employing him

I have had a long conversation series with EASS.
I was helped with an initial enquiry about 6 months ago, and followed the wonderful advice that was given. Unfortunately I didn't get the outcome expected, and so I went back to EASS. The guide my husband and I had, Daniel, extended the support given, wrote a letter for us, asked for our input, sent it back to us for approval and any changes we wished, rewrote the letter, and is now sending it to the company with which we had the original problem, in support of our original letter.
I could not be happier with the care, professionalism, knowledge that was demonstrated. We felt that this was a personal response, that our concerns were of meaning and import to EASS.
THANK YOU. Absolutely.
I would recommend the service to everyone, for advice, guidance and support.

I am taking an ex-employer to employment tribunal and during this very stressful time, Jamie at the EASS was exactly what I needed. He was incredibly patient and understanding, and he really took the time to understand the context of my situation and gave all the advice and support I could have dreamed of.

Nearly 2 hours on the phone, nothing was too much trouble and he talked me through all the relevant parts of the equality act and clarified how they applied to my situation. He gave me so many resources to help with moving forward and I'm just so grateful for the empathy and support. Thank you!

I had previously phoned Age UK and Scope for advice on an NCP fine for over staying the free 20 mins for dropping people off to the train station. I use the station to drop my 76 year mother off, but in doing so I carry her suit case and bags to the platform. Therefore exceeding the time limited without realising but also not having a choice. In 15 years this has never been an issue. Without knowing, the Walden had been replaced with in and out cameras. So they only clock in and out times and not a personal discion by a human , seeing my note and hazzards on and allowing me a bit longer.

Scope introduced me to EASS and I am very grateful for their advice as they confirmed that by fining me due to my reason, it was infact ageism by association.

When writing to appeal to NCP, I added this to my letter, that I have spoken with all 3 companies, that they were all interested in the outcome, that Great Angila trains had also made a case of it. I added that i was sure they didnt mean to discriminate. The outcome was thay they let me off the fine! I had hoped they might lengthen the 20 mins so it could help others, but maybe in the future they will consider this.

Thank you again to the EASS who are friendly and helpful and knowledgeable. I would definitely recommend to those in need in the future and I would use again if the need arises.

I called up to discuss discrimination I faced at my previous employer as a result of my ADHD. I was asked to explain my experience which kept being interrupted by what felt like the call handler running defense for my former employer once I mentioned how reasonable adjustments were not provided. I interpretted what he said is that employers were required to make adjustments but i needed to be the one making suggestions. Bear in mind I had already pointed out I asked for an adjustment (that requests/tasks be provided in writing). This isn't about my previous employer tho so I'll leave that there. When i pointed out that case law doesn't support the argument the call handler was making and that the responsibility is on employers to assist or even lead in this process. I was then gaslit (imo) that it wasn't what the handler had said who then went on to chastise me for not "taking in the information I am giving you"

I pointed out to the call handler that verbal processing was a part of my disability (as it is for most ADHD people) after which he quickly pivoted again.

The whole call ended up pretty combative and turns out I knew more about the law and my rights than the person on the other end of the phone.

Maybe train your staff better on neurodivergent disabilities rather than criticizing disabled people that call the line. My wife heard the call and she also felt like my recollection of what was said was accurate so maybe its not my communication skills after all.

ACAS advised me to contact this service. I wont bother again and will tell other ND people to steer clear.

Following a clear false reply below from the advisory service I present the following - i did ask the employer for being allowed to put things in writing and have tasks dictated in writing due to my suspected condition which was sufficient. I told EASS that. Not sure why they are making out that I didn't but I will be complaining directly and making a SAR given their flagrant behaviour of just outright lying

As per: https://
www.
stammeringlaw
.org
.uk
/employment/reasonable-adjustments-employment/reasonable-adjustment-rules-employment/#onus

The duty to make reasonable adjustments is on the employer. Provided the “lack of knowledge” defence above does not apply, the duty is not subject to the employee or job applicant suggesting a reasonable adjustment. (However it can of course be helpful for the individual to ask for any adjustments they want)

Project Management Institute v Latif, EAT, 2007
A blind woman taking a professional exam succeeded in her reasonable adjustment claim even though she had not suggested the particular reasonable adjustment at the time. The exam board accepted, and the EAT said it agreed, that there was no legal duty on her to identify the adjustment at the time, in the light of the Cosgrove case (below).

Home Office v Kuranchie, EAT, 2017
The claimant had dyspraxia and dyslexia. She was having to work long hours to get her work done. A flexible working arrangement was put in place. She later claimed the employer should have reduced her workload by way of reasonable adjustment. Her claim was upheld even though she had not suggested this at the time, citing the Latif case.

British Telecommunications v Meier, Northern Ireland Court of Appeal, 2019
A job applicant was at a disadvantage in a situational judgment test because he had Asperger’s syndrome. This test was the initial stage in the recruitment process. The employer refused to interview him when he failed it. The court held this was a failure to make reasonable adjustments. It did not matter that the claimant had not suggested at the time what reasonable adjustment he wanted.

Cosgrove v Caesar & Howie (bailii.org), EAT, 2001
The fact that the disabled person and her general practitioner had not suggested any useful adjustments was no defence where the employer had himself failed to consider any reasonable adjustments.

Also I never said they had to make assumptions nor did I imply that. That might be what the agent was framing what I said but it is not a fair reflection I said words to the effect of that they fail in their duty to reasonable adjustments and that it wasn't soley on me to suggest reasonable adjustments nor did I need to refer to them using that language. The fact I alerted the employer was sufficient and they have a duty to help identify reasonable adjustments. The agent cut me off and spoke about making assumptions as ADHD affects everyone different to which I agreed but made it clear I had suggested adjustment and nor did I say they needed to "assume"

Appalling. I would not waste my time as all it seems to do is refer on to other agencies . No idea what it has been set up to do . A complete waste of time. Do not bother with it.

Thank you for your quick reply. I am still at a loss to understand what this appalling inept organization was set up to do.My experience was dire. Little understanding of discrimination and the law. Even in the reply it simply washes its hands of a serious review. A complete waste of time

The advisor appeared nice but could not help me even though i explained I needed help with my daughter suffering disability discrimination at work as she has Asperger’s Syndrome. Advisor just pointed me back to ACAS even though ACAS sent me to speak to them, so it was bit of s pointless call.

EASS have been amazing and given me such detailed knowledgeable help - I wish I knew about them a year ago - it's the best free advice I ever received, thank you.

Friendly, very good advice

Lovely lady. Very helpful. Good advice

The advisor was clear and concise, friendly helpful manner

World class service, just magnificent

This service is fantastic and the lady I spoke with was very knowledgeable, professional but personable. I was very impressed

I was listened to by the adviser with empathy, without being rushed and confident that I would be pointed I the right direction.

Very helpful advised me very well and answered all my question

Excellent advice shared with integrity just what was needed - thank you

Great advice, and great staff.