Disabled Employee’s Consideration Point
Managers in DWP are expected to award an increased Consideration Point for disability related absences under the Attendance Management changes introduced on April 11th.
DWP has introduced a new Reasonable Adjustment Policy under Attendance Management Policy paragraph 10, a new procedural requirement under Attendance Management Procedure 2.3 and a new Attendance Management Advice Q&A 7.
The policy intent is for a broad, inclusive approach to be adopted by managers when deciding to award a Disabled Employee’s Consideration Point (DECP). Managers are expected to:
- Increase the consideration point to take account of absences related to disability (Policy 10)
- Promote the continued employment of disabled employees (Procedure 2.3)
- Safeguard the future employment of disabled employees ( Advice Q&A 7)
Managers are not expected to initiate formal assessments to form that view and should normally accept a diagnosis by the employee’s GP if it is available, previous OHS advice or any other readily available record or source.
PCS Guidance for Managers 01/11 PCS Guidance for Managers 01/11 has been issued as Branch Briefing DWP/BB/052/11 and should be copied to all managers with attendance management responsibilities.
DWP wants managers to form a view informally, using available information, such as OHS Reports, Doctors diagnosis or the criteria listed in Q&A 7, that the employee is, or is likely to be disabled for the purpose of awarding the Disabled Employee’s Consideration Point. Only where it is impossible to do so using the information to hand should Employee Services or the OHS be contacted for help. Some medical conditions (HIV, cancer and multiple sclerosis) are automatically considered to be disabilities from the point of diagnosis PCS has also provided a list of examples of disabilities in Guidance for Managers 01/11 which are taken from the LRD Booklet on the Equality Act 2010.
Policy, Equality and Law
Managers are expected to form a view informally and should take a broad, inclusive approach so that there is no question of a case arising under the Equality Act for redress at an Employment Tribunal.
Managers are also expected to discuss the level of the DECP with the employee (Advice Q&A 8) who may have a PCS Representative, or colleague, at such a meeting as a formal decision is being considered at this discussion.
