Frequently Asked Questions - Human Resources - Newcastle University

Frequently Asked Questions

What can I do if one of my staff insists that they do not have a disability when it is evident to me that they do?

Your member of staff’s safety and performance at work is your responsibility and as such you can raise the matter with them. Your first approach should be to try to discuss the options available with the member of staff and make the offer of support in any case. It is important that they understand that they also have a responsibility for their own safety and performance at work.

If the individual chooses not to take up the offer of support, that is up to them. They may be in a denial stage of dealing with their disability and may just need more time to adjust and accept the situation.

If they refuse support but their disability is having an adverse impact on their performance, then the manager should actively pursue the support route, but may eventually have to follow the capability procedure.

If managers need training who should they contact?

Managers should contact their local HR Adviser to discuss options.

What happens if a member of staff is no longer able to do the job they were recruited for because of their disability?

If a member of staff is no longer able to do their job even with all possible reasonable adjustments in place then alternative work may be considered under the redeployment arrangements. If no suitable alternative arrangements can be found then other options may be considered.

In a situation where the performance of a member of staff with a disability does not meet acceptable standards appropriate steps must be taken to explore whether the aspect of performance could be resolved through a reasonable adjustment to their work or work environment. If all relevant reasonable adjustments have been put into place, and performance still does not meet acceptable standards, then the Capability Procedure should be used. Human Resources and Occupational Health staff can explore alternatives with you, and may call on external advisers if necessary.

Some applicants for jobs have asked for a “guaranteed interview” – what does that mean?

There is a recognition system (called the “two ticks” symbol) given by Job Centre Plus to employers based in Great Britain who have agreed to take action to meet five commitments regarding the employment, retention, training and career development of disabled employees. One of these commitments is to interview all disabled applicants who meet the minimum criteria for a job vacancy and consider them on their abilities. The University is not signed up to the “two ticks” scheme but gives a commitment to fair selection for interview and appointment for all applicants.