How to approach this?
Hi so I recently passed my national sift assessment. I spoke to a police officer recently about the next stage within the recruitment process which happens to be an Interview and usually the in take happens to be September/October time of the year. I have an upcoming hospital appointment with my doctor at the hospital for a review as I have Epilepsy, just so I don’t get discriminated for it at any point even though I have stated I have Epilepsy and the only adjustment I will need is flexible shifts is there anything else worth mentioning or discussing with my Doctor? In regards to any reasonable adjustments anything worth bringing up?
Reply 1
contact the recruitment department responsible for your intake and advise them of this as soon as you can so they are aware and can make the adjustments you will require. it may help to tell your doctor to note that you desire to enter the work force and you think that flexible shifts will really help you reach your potential so its on record. other than that your doctor will not have any input in anything if you do not contact the recruitment team
Reply 2
Original post
by wasimicontact the recruitment department responsible for your intake and advise them of this as soon as you can so they are aware and can make the adjustments you will require. it may help to tell your doctor to note that you desire to enter the work force and you think that flexible shifts will really help you reach your potential so its on record. other than that your doctor will not have any input in anything if you do not contact the recruitment team
The HR and Recruitment department are aware. And asked if there was a need for reasonable adjustments I stated flexible shifts and they said a FWA form would need filling out.
Reply 3
Original post
by AnonymousThe HR and Recruitment department are aware. And asked if there was a need for reasonable adjustments I stated flexible shifts and they said a FWA form would need filling out.
that sounds good. use the FWA form to make a robust case per the Equality Act 2010 and the Health and Safety at Work Act 1974 for yourself by highlighting how exactly the flexible shifts would assist (i.e. managing your condition/s, specifying your needs, information on your seizure control etc). if the FWA is too short, supplement it with a letter giving as much information as you can. Generally, this disclosure and submission would trigger a short meeting therefore providing the info as above would be the best way to move forward. Hope that helps and good luck!
Reply 4
Original post
by wasimithat sounds good. use the FWA form to make a robust case per the Equality Act 2010 and the Health and Safety at Work Act 1974 for yourself by highlighting how exactly the flexible shifts would assist (i.e. managing your condition/s, specifying your needs, information on your seizure control etc). if the FWA is too short, supplement it with a letter giving as much information as you can. Generally, this disclosure and submission would trigger a short meeting therefore providing the info as above would be the best way to move forward. Hope that helps and good luck!
Thank you very much
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