Equal Opportunities...
Your Branch Equality section meets regularly throughout the Year. We deal with all issues under the Equality banner; our concern is that you may not be aware of all the issues.
BULLYING, HARASSMENT & DOMESTIC VIOLANCE
Bulluying, harassment and violance is inappropriate and unwanted behaviour that affects people’s lives. Ask the person to leave you alone or stop behaving in that manner.
DEALING WITH BULLYING & HARASSMENT IN THE WORKPLACE
This is inappropriate and unwanted behaviour that affects people’s dignity. What behaviour may be acceptable to one person may not be acceptable to another. You have the right to ask the person to leave you alone or stop behaving in that manner. Ultimately if you are the perpetrator and you continue to behave in this manner, you can lose your job.
There is no room to appease the bullies. We have seen previous tragic scenarios, which arose directly out of bullying incidents at work and our members MUST have confi dence in the CWU that when they come to report an allegation of bullying and harassment they know we will take it very seriously. The CWU believes that every worker should be treated with dignity and respect. We do not tolerate harassment, bullying or discrimination – wherever it comes from. We aim to do all we can to ensure our workplaces are free from the misery caused by harassment and that all workers can expect to be treated with dignity and respect.
UNDERSTANDING WHAT CONSTITUTES BULLYING OR HARASSMENT
Harassment is any conduct or behaviour which is unwanted, unwelcome, offensive and unreciprocated related to: Sex, race, disability, sexual orientation, religion/belief, age, or any personal characteristics.
This is inappropriate and unwanted behaviour that affects people’s dignity. What behaviour may be acceptable to one person may not be acceptable to another. You have the right to ask the person to leave you alone or stop behaving in that manner. Ultimately if you are the perpetrator and you continue to behave in this manner, you can lose your job.
There is no room to appease the bullies. We have seen previous tragic scenarios, which arose directly out of bullying incidents at work and our members MUST have confi dence in the CWU that when they come to report an allegation of bullying and harassment they know we will take it very seriously. The CWU believes that every worker should be treated with dignity and respect. We do not tolerate harassment, bullying or discrimination – wherever it comes from. We aim to do all we can to ensure our workplaces are free from the misery caused by harassment and that all workers can expect to be treated with dignity and respect.
UNDERSTANDING WHAT CONSTITUTES BULLYING OR HARASSMENT
Harassment is any conduct or behaviour which is unwanted, unwelcome, offensive and unreciprocated related to: Sex, race, disability, sexual orientation, religion/belief, age, or any personal characteristics.
Examples
Un-welcomed sexual advances, propositions, demands for sexual favours
Un-welcomed comments about dress appearance
Displaying offensive material, pornographic pictures
Pin ups and calendars, including electronic forms
Asking intimate questions about people
Name calling, jokes, offensive language mocking
Exclusion from workplace social activities
Making stereotypical assumptions
Isolating people
Un-welcomed sexual advances, propositions, demands for sexual favours
Un-welcomed comments about dress appearance
Displaying offensive material, pornographic pictures
Pin ups and calendars, including electronic forms
Asking intimate questions about people
Name calling, jokes, offensive language mocking
Exclusion from workplace social activities
Making stereotypical assumptions
Isolating people
WHAT IS DOMESTIC ABUSE?
Physical, sexual, psychological or financial violence which takes place within an intimate or family-type relationship and which forms a pattern of coercive and/or controlling behaviour. It can include forced marriage and so called ‘honour crimes’
WHO SUFFERS FROM DOMESTIC ABUSE?
Domestic Abuse occurs regardless of ethnicity, religion, class, age, sexuality, disability or lifestyle
It occurs in a range of relationships-straight, gay, married, living together. Women are the overwhelming majority of the most heavily abused
IS DOMESTIC ABUSE A UNION ISSUE? – YES!
The impact of Domestic Abuse can affect an employee’s performance and/or attendance and therefore threatens job security. A good employer will have a Domestic Abuse policy, or you may prefer to approach your Union rep first. Some victims of Domestic Abuse wrongly feel responsible or embarrassed about the treatment they are suffering and therefore feel uncomfortable talking to other family members or friends. The CWU is there for you and we understand the need for discretion.
WHAT CAN THE CWU DO?
You can receive confidential advice and support from your local representative. Where there are policies in your workplace your rep will make sure you know about them and make sure they are followed, if that is your wish. Although our reps are not trained councillors they can give some practical support:
If you just want someone to talk to, we can help
If you want some advice with how your home life is affecting your work, we can help
If you want to escape from an abusive relationship, we can help
If you want to know your rights, we can help
If you think you know someone who is suffering from Domestic Abuse, we can help
Physical, sexual, psychological or financial violence which takes place within an intimate or family-type relationship and which forms a pattern of coercive and/or controlling behaviour. It can include forced marriage and so called ‘honour crimes’
WHO SUFFERS FROM DOMESTIC ABUSE?
Domestic Abuse occurs regardless of ethnicity, religion, class, age, sexuality, disability or lifestyle
It occurs in a range of relationships-straight, gay, married, living together. Women are the overwhelming majority of the most heavily abused
IS DOMESTIC ABUSE A UNION ISSUE? – YES!
The impact of Domestic Abuse can affect an employee’s performance and/or attendance and therefore threatens job security. A good employer will have a Domestic Abuse policy, or you may prefer to approach your Union rep first. Some victims of Domestic Abuse wrongly feel responsible or embarrassed about the treatment they are suffering and therefore feel uncomfortable talking to other family members or friends. The CWU is there for you and we understand the need for discretion.
WHAT CAN THE CWU DO?
You can receive confidential advice and support from your local representative. Where there are policies in your workplace your rep will make sure you know about them and make sure they are followed, if that is your wish. Although our reps are not trained councillors they can give some practical support:
If you just want someone to talk to, we can help
If you want some advice with how your home life is affecting your work, we can help
If you want to escape from an abusive relationship, we can help
If you want to know your rights, we can help
If you think you know someone who is suffering from Domestic Abuse, we can help
DOMESTIC VIOLANCE AGAINST YOUNG WOMEN & GIRLS
Police, campaigners and MPs are increasingly concerned that girls and young women are being missed by campaigns and initiatives on domestic violence. Some believe that the phrase “domestic violence” may be misleading, suggesting the problem is confined to violence in the home against older women and taking attention away from abuse against younger women outside the home.
The Home Affairs committee in the House of Commons has identified an emerging picture of violence between young people in intimate relationships. A teen survey by Sugar magazine and the NSPCC found that one in five teenage girls have been hit by a boyfriend and one third of teenage girls say that cheating justifies violence.
The main problem is that young girls or women who are being abused may not understand what is happening to them, they can feel as if they are in a confusing mess for which they are to blame. 'The Freedom Programme' which was written by Pat Craven puts different behaviours into categories so that when we are faced with abuse we can recognise it.
Police, campaigners and MPs are increasingly concerned that girls and young women are being missed by campaigns and initiatives on domestic violence. Some believe that the phrase “domestic violence” may be misleading, suggesting the problem is confined to violence in the home against older women and taking attention away from abuse against younger women outside the home.
The Home Affairs committee in the House of Commons has identified an emerging picture of violence between young people in intimate relationships. A teen survey by Sugar magazine and the NSPCC found that one in five teenage girls have been hit by a boyfriend and one third of teenage girls say that cheating justifies violence.
The main problem is that young girls or women who are being abused may not understand what is happening to them, they can feel as if they are in a confusing mess for which they are to blame. 'The Freedom Programme' which was written by Pat Craven puts different behaviours into categories so that when we are faced with abuse we can recognise it.
THE DOMINATOR IS HIS NAME, CONTROLLING WOMEN IS HIS GAME
NOT A SAINT THAT WE ARE SEEING, JUST A DECENT HUMAN BEING
Produced by: Vicky Turner, WAC Member
DOMESTIC VIOLENCE: IN LGBT RELATIONSHIPS
Domestic abuse happens in same-sex relationships. Surveys suggest there is domestic abuse in 1 out of 4 same-sex relationships.
DOMESTIC ABUSE IN GAY RELATIONSHIPS
Gay and bi men who are experiencing domestic abuse may decide not to seek help or support for a variety of reasons.
They feel that no-one will understand or believe them, no help available
They will be treated with contempt, the abuse is their fault, they’re to blame
They hope their partner will change, they have said sorry and will never do it again
Once someone starts using abuse the abuse is likely to escalate and get worse. The abuser makes a promise to change and stop the abuse, sometimes even with the best intention, abusers choose not to change.
DIFFERENT WAYS MEN EXPERIENCE AND ARE AFFECTED BY DOMESTIC ABUSE
Threatening to ‘out you’ or to stay closeted if they aren’t out or harm themselves if you leave.
Verbally abusing you about your HIV or sexually transmitted infection status.
Threatening to infect you (by not practicing safe sex) if they have HIV or sexually transmitted infections.
Violating your boundaries, pressuring you into having sex with other men or to take drugs or alcohol to get into the ‘mood’ for sex.
DOMESTIC ABUSE IN LESBIAN RELATIONSHIPS
The typical image of a battered woman is a heterosexual woman attempting to hide a black eye but domestic abuse does not just happen to straight couples. Domestic abuse statistics show that abuse is just as prevalent in LGBT relationships as it is in heterosexual couples. In fact, 30% of couples struggle with domestic abuse of some sort.
MYTHS OF DOMESTIC ABUSE FOR LESBIANS
Lesbian relationships can’t have domestic abuse, they are both women.
Only the “butch” partner can be abusive.
It must be “mutually abusive” or “fighting” if both partners are of the same sex.
A physically smaller partner cannot abuse a larger partner.
Drugs or alcohol are to blame for the abuse if the aggressor only attacks when under the influence.
There is no place for lesbian victims of domestic abuse to get help.
It’s not abuse because she only threatens and puts me down. She has never hit me.
CONCERNED ABOUT YOUR RELATIONSHIP?
Are you afraid of your partner? Have they hit you, thrown things at you, threatened to harm you or your family?
Does your partner try to control what you do and who you see?
Have you ever been forced to have sex or unprotected sex?
Does your partner threaten to “out” you?
If you answered “yes” – even once – your partner may be abusive. Talk with somebody you trust - a friend, relative, someone from work, your house of worship,
or a health care practitioner. Remember everyone deserves to be treated with respect. Don’t let your partner control or mistreat you. Help is available.
Domestic abuse happens in same-sex relationships. Surveys suggest there is domestic abuse in 1 out of 4 same-sex relationships.
DOMESTIC ABUSE IN GAY RELATIONSHIPS
Gay and bi men who are experiencing domestic abuse may decide not to seek help or support for a variety of reasons.
They feel that no-one will understand or believe them, no help available
They will be treated with contempt, the abuse is their fault, they’re to blame
They hope their partner will change, they have said sorry and will never do it again
Once someone starts using abuse the abuse is likely to escalate and get worse. The abuser makes a promise to change and stop the abuse, sometimes even with the best intention, abusers choose not to change.
DIFFERENT WAYS MEN EXPERIENCE AND ARE AFFECTED BY DOMESTIC ABUSE
Threatening to ‘out you’ or to stay closeted if they aren’t out or harm themselves if you leave.
Verbally abusing you about your HIV or sexually transmitted infection status.
Threatening to infect you (by not practicing safe sex) if they have HIV or sexually transmitted infections.
Violating your boundaries, pressuring you into having sex with other men or to take drugs or alcohol to get into the ‘mood’ for sex.
DOMESTIC ABUSE IN LESBIAN RELATIONSHIPS
The typical image of a battered woman is a heterosexual woman attempting to hide a black eye but domestic abuse does not just happen to straight couples. Domestic abuse statistics show that abuse is just as prevalent in LGBT relationships as it is in heterosexual couples. In fact, 30% of couples struggle with domestic abuse of some sort.
MYTHS OF DOMESTIC ABUSE FOR LESBIANS
Lesbian relationships can’t have domestic abuse, they are both women.
Only the “butch” partner can be abusive.
It must be “mutually abusive” or “fighting” if both partners are of the same sex.
A physically smaller partner cannot abuse a larger partner.
Drugs or alcohol are to blame for the abuse if the aggressor only attacks when under the influence.
There is no place for lesbian victims of domestic abuse to get help.
It’s not abuse because she only threatens and puts me down. She has never hit me.
CONCERNED ABOUT YOUR RELATIONSHIP?
Are you afraid of your partner? Have they hit you, thrown things at you, threatened to harm you or your family?
Does your partner try to control what you do and who you see?
Have you ever been forced to have sex or unprotected sex?
Does your partner threaten to “out” you?
If you answered “yes” – even once – your partner may be abusive. Talk with somebody you trust - a friend, relative, someone from work, your house of worship,
or a health care practitioner. Remember everyone deserves to be treated with respect. Don’t let your partner control or mistreat you. Help is available.
MATERNITY, PATERNITY & PARENTAL RIGHTS
Starting a family can be a very confusing and stressful time, with many things to think about.
MATERNITY RIGHTS IN ROYAL MAIL
This is a CWU fact sheet on maternity leave for CWU members who work in Royal Mail; it also includes statutory requirements.
All pregnant individuals, regardless of length of service, are entitled to 26 weeks Ordinary Maternity Leave and 26 weeks Additional Maternity Leave a total of 52 weeks.
All individuals must take a minimum of 2 weeks Compulsory Maternity leave, which commences on the day that childbirth occurs.
For Royal Mail Letters/Network and Central Functions units (excluding HR Services & Finance Operations) CWU represented grades, pregnant colleagues who have at least 1 Year’s continuous service and who qualify for Statutory Maternity Pay (SMP) will qualify for full pay and assigned shift payments for the first 26 weeks (including 2 weeks compulsory Maternity Leave). They will then receive 13 weeks Statutory Maternity Pay (SMP).
Individuals who do not qualify for Employers Maternity Pay may be entitled to Statutory Maternity Pay, for 39 weeks providing they have 26 weeks continuous service at the end of the qualifying week (15 weeks before the expected week of childbirth) and their average earnings in the 8 weeks up to and including the qualifying week have been at lease equal to the lower earnings limit for National Insurance contributions.
Individuals with less than 26 weeks continuous service at the qualifying week (15 weeks before the expected week of childbirth) may be entitled to Maternity Allowance.
Please go to www.direct.gov.uk for confirmation of the latest allowance amounts.
You should supply your employer with a copy of your MAT B1 Form. this is your maternity certificate which states your expected week of childbirth which your GP or midwife will have given you when you are about 20 weeks pregnant. You should be supplied with a Statutory Maternity Pay 1 form from Human
Resources. The individual should apply to the Department of Works and Pensions for Maternity Allowance.
Applications for maternity leave should be given to the line manager. You should submit your application 15 weeks
before the expected week of childbirth and must include a proposed start date and the length of time required. This can be changed later if the employee wishes to alter it. The
application must be supported with the MAT B1 Form. You should then receive notification from the employer within 28 days confirming the expected date of return.
An Employee cannot start their maternity leave until the 11th week before the baby is due, unless the baby is born before then.
An Employee may carry on working before the baby is born as long as they like. If they are absent from work for a pregnancy-related reason within the last four weeks before the baby is due, or if they give birth before they intended to go on leave, then their maternity leave will start automatically.
MISCARRIAGE & STILLBIRTH
If a miscarriage is suffered before the end of the 24th week of pregnancy and the individual is absent from work this will be classed as sick leave and not Maternity Leave. If a stillbirth
occurs on or after the 24th week of pregnancy, this will be classed as Maternity Leave and Maternity rules apply.
RETURNING TO WORK
There is now a statutory right for the employer to make “reasonable contact” with an employee on maternity leave to arrange her return to work. If the individual intends to return to work after her maternity leave, she should keep in touch with her line manager in order to help with arrangements and preparation for her return.
Where a return date has not been agreed, the default expectation is that the individual will take her full entitlement to 52 weeks leave.
When a return date has been agreed, should the individual decide to return to work earlier or later than proposed, she is required to give over 8 weeks notice which should be in writing to her line manager.
KEEPING IN TOUCH
An individual on maternity leave can now do up to 10 days paid work for her employer during maternity leave without triggering the end of her maternity leave or effecting her entitlement to statutory maternity pay. The aim of keeping in touch is to allow the individual to participate in relevant work or training that will smooth their transition back to work.
Employees returning from ordinary maternity leave are entitled to return to the same job, on the same terms and conditions as if they had not been away. They are entitled to the same level of pay, including any increases to salary or improvements in terms and conditions.
Employees returning from additional maternity leave have the right to return to the same job, unless this is not reasonably practicable. If this is the case, the employee must be offered a similar job on terms and conditions, which are no less favourable.
If the employee decides not to return from maternity leave at all, they must give the employer notice of their resignation, in
accordance with their contract of employment.
This is a CWU fact sheet on maternity leave for CWU members who work in Royal Mail; it also includes statutory requirements.
All pregnant individuals, regardless of length of service, are entitled to 26 weeks Ordinary Maternity Leave and 26 weeks Additional Maternity Leave a total of 52 weeks.
All individuals must take a minimum of 2 weeks Compulsory Maternity leave, which commences on the day that childbirth occurs.
For Royal Mail Letters/Network and Central Functions units (excluding HR Services & Finance Operations) CWU represented grades, pregnant colleagues who have at least 1 Year’s continuous service and who qualify for Statutory Maternity Pay (SMP) will qualify for full pay and assigned shift payments for the first 26 weeks (including 2 weeks compulsory Maternity Leave). They will then receive 13 weeks Statutory Maternity Pay (SMP).
Individuals who do not qualify for Employers Maternity Pay may be entitled to Statutory Maternity Pay, for 39 weeks providing they have 26 weeks continuous service at the end of the qualifying week (15 weeks before the expected week of childbirth) and their average earnings in the 8 weeks up to and including the qualifying week have been at lease equal to the lower earnings limit for National Insurance contributions.
Individuals with less than 26 weeks continuous service at the qualifying week (15 weeks before the expected week of childbirth) may be entitled to Maternity Allowance.
Please go to www.direct.gov.uk for confirmation of the latest allowance amounts.
You should supply your employer with a copy of your MAT B1 Form. this is your maternity certificate which states your expected week of childbirth which your GP or midwife will have given you when you are about 20 weeks pregnant. You should be supplied with a Statutory Maternity Pay 1 form from Human
Resources. The individual should apply to the Department of Works and Pensions for Maternity Allowance.
Applications for maternity leave should be given to the line manager. You should submit your application 15 weeks
before the expected week of childbirth and must include a proposed start date and the length of time required. This can be changed later if the employee wishes to alter it. The
application must be supported with the MAT B1 Form. You should then receive notification from the employer within 28 days confirming the expected date of return.
An Employee cannot start their maternity leave until the 11th week before the baby is due, unless the baby is born before then.
An Employee may carry on working before the baby is born as long as they like. If they are absent from work for a pregnancy-related reason within the last four weeks before the baby is due, or if they give birth before they intended to go on leave, then their maternity leave will start automatically.
MISCARRIAGE & STILLBIRTH
If a miscarriage is suffered before the end of the 24th week of pregnancy and the individual is absent from work this will be classed as sick leave and not Maternity Leave. If a stillbirth
occurs on or after the 24th week of pregnancy, this will be classed as Maternity Leave and Maternity rules apply.
RETURNING TO WORK
There is now a statutory right for the employer to make “reasonable contact” with an employee on maternity leave to arrange her return to work. If the individual intends to return to work after her maternity leave, she should keep in touch with her line manager in order to help with arrangements and preparation for her return.
Where a return date has not been agreed, the default expectation is that the individual will take her full entitlement to 52 weeks leave.
When a return date has been agreed, should the individual decide to return to work earlier or later than proposed, she is required to give over 8 weeks notice which should be in writing to her line manager.
KEEPING IN TOUCH
An individual on maternity leave can now do up to 10 days paid work for her employer during maternity leave without triggering the end of her maternity leave or effecting her entitlement to statutory maternity pay. The aim of keeping in touch is to allow the individual to participate in relevant work or training that will smooth their transition back to work.
Employees returning from ordinary maternity leave are entitled to return to the same job, on the same terms and conditions as if they had not been away. They are entitled to the same level of pay, including any increases to salary or improvements in terms and conditions.
Employees returning from additional maternity leave have the right to return to the same job, unless this is not reasonably practicable. If this is the case, the employee must be offered a similar job on terms and conditions, which are no less favourable.
If the employee decides not to return from maternity leave at all, they must give the employer notice of their resignation, in
accordance with their contract of employment.
STATUTORY PATERNITY LEAVE
Statutory paternity leave is a form of leave that enables parents to spend time with their new family. Paternity leave is quite separate from parental leave.
The right to statutory paternity leave is given if you are an employee with a contract of employment and if you meet the following criteria: In general you must:
Have at least 26 weeks continuous service with your current employer, ending before the 15th week before the baby is due (to be taken as the expected week of confinement (EWC) or by the end of the week in which you are notified of being matched
with your child
Be the biological father of the child or partner (including same-sex relationship) or you are the child’s adopter or the partner of the adopter
Be fully involved in the child’s upbringing and are taking time off to support the mother or care for the baby.
AMOUNT OF STATUTORY PATERNITY LEAVE
The level of statutory paternity leave that may now be taken is two weeks. It can be taken in a block of one week or two weeks, but if the employee chooses to take one week off it is not possible to take the other week at a later stage. The leave can start on any day of the week but it must finish within 56 days of the baby being born or the adoption placement.
Paternity leave is in addition to your normal holiday
entitlements.
NOTICE TO TAKE STATUTORY PATERNITY LEAVE
To qualify for leave you must tell your employer in writing at least 15 weeks before the beginning of the week when the baby is due or within 7 days of being told by the adoption agency that you have been matched with a child. You must tell your employer:
When the baby is due or when the child is expected to be placed with you for adoption
Whether you want one or two weeks leave
When you want the leave to start
You must give your employer 28 days notice of the date on which you want your Statutory Paternity Pay (SPP) to start. You can also change your mind about the date on which you want your SPP to start by giving 28 days’ notice.
AMOUNT OF STATUTORY PATERNITY PAY
Statutory Paternity Pay rates change fairly frequently, normally once a year. If statutory leave applies the pay rates will be as per those listed in government websites. The rates will be 90% of your average wages or the SPP rate, whichever is lower.
RIGHTS OF PATERNITY LEAVE
While on statutory paternity leave, the employees’ terms and conditions of employment, except for remuneration, remain the same. They have no right to be paid their normal wages or salary, but may receive statutory paternity pay. Your employer will confirm this.
After statutory paternity leave employees do not need to give notice of their intention to return to work. They should simply return to work as usual.
Employees have the right to return to the job they left on the same terms and conditions of employment.
An employee has the right not to be subjected to a detriment or dismissed for asserting his or her right to take statutory paternity leave. A dismissal on these grounds would be automatically unfair.
PATERNITY UPDATE
The updated regulations came into force on 6 April 2010 but will have effect only in relation to children whose expected week of birth (or matching for adoption) begins on or after 3 April 2011. Under the regulations fathers will be entitled to up to six months additional paternity leave provided the mother has returned to work, thus giving parents the option of dividing a period of paid leave entitlement between them. To the extent that additional paternity leave is taken during the mother’s 39 week maternity pay period it will be paid leave, paid at the same rate and in the same way as Statutory Maternity Pay.
Fathers will be able to take up to six months’ paternity leave while their child’s mother returns to work, under government plans announced on the 28 January 2010.
Fathers will have a legal right to take the place of the mother at home for the last three months of her ninemonth maternity leave.
During that time, they would be eligible for statutory government pay. They would then be allowed to take an additional unpaid three months off, which would effectively allow couples to have a total of 12 months’ parental leave between them.
REMEMBER
The above information sets out your basic rights as a Royal Mail employee, once you have met the eligibility criteria.
Statutory paternity leave is a form of leave that enables parents to spend time with their new family. Paternity leave is quite separate from parental leave.
The right to statutory paternity leave is given if you are an employee with a contract of employment and if you meet the following criteria: In general you must:
Have at least 26 weeks continuous service with your current employer, ending before the 15th week before the baby is due (to be taken as the expected week of confinement (EWC) or by the end of the week in which you are notified of being matched
with your child
Be the biological father of the child or partner (including same-sex relationship) or you are the child’s adopter or the partner of the adopter
Be fully involved in the child’s upbringing and are taking time off to support the mother or care for the baby.
AMOUNT OF STATUTORY PATERNITY LEAVE
The level of statutory paternity leave that may now be taken is two weeks. It can be taken in a block of one week or two weeks, but if the employee chooses to take one week off it is not possible to take the other week at a later stage. The leave can start on any day of the week but it must finish within 56 days of the baby being born or the adoption placement.
Paternity leave is in addition to your normal holiday
entitlements.
NOTICE TO TAKE STATUTORY PATERNITY LEAVE
To qualify for leave you must tell your employer in writing at least 15 weeks before the beginning of the week when the baby is due or within 7 days of being told by the adoption agency that you have been matched with a child. You must tell your employer:
When the baby is due or when the child is expected to be placed with you for adoption
Whether you want one or two weeks leave
When you want the leave to start
You must give your employer 28 days notice of the date on which you want your Statutory Paternity Pay (SPP) to start. You can also change your mind about the date on which you want your SPP to start by giving 28 days’ notice.
AMOUNT OF STATUTORY PATERNITY PAY
Statutory Paternity Pay rates change fairly frequently, normally once a year. If statutory leave applies the pay rates will be as per those listed in government websites. The rates will be 90% of your average wages or the SPP rate, whichever is lower.
RIGHTS OF PATERNITY LEAVE
While on statutory paternity leave, the employees’ terms and conditions of employment, except for remuneration, remain the same. They have no right to be paid their normal wages or salary, but may receive statutory paternity pay. Your employer will confirm this.
After statutory paternity leave employees do not need to give notice of their intention to return to work. They should simply return to work as usual.
Employees have the right to return to the job they left on the same terms and conditions of employment.
An employee has the right not to be subjected to a detriment or dismissed for asserting his or her right to take statutory paternity leave. A dismissal on these grounds would be automatically unfair.
PATERNITY UPDATE
The updated regulations came into force on 6 April 2010 but will have effect only in relation to children whose expected week of birth (or matching for adoption) begins on or after 3 April 2011. Under the regulations fathers will be entitled to up to six months additional paternity leave provided the mother has returned to work, thus giving parents the option of dividing a period of paid leave entitlement between them. To the extent that additional paternity leave is taken during the mother’s 39 week maternity pay period it will be paid leave, paid at the same rate and in the same way as Statutory Maternity Pay.
Fathers will be able to take up to six months’ paternity leave while their child’s mother returns to work, under government plans announced on the 28 January 2010.
Fathers will have a legal right to take the place of the mother at home for the last three months of her ninemonth maternity leave.
During that time, they would be eligible for statutory government pay. They would then be allowed to take an additional unpaid three months off, which would effectively allow couples to have a total of 12 months’ parental leave between them.
REMEMBER
The above information sets out your basic rights as a Royal Mail employee, once you have met the eligibility criteria.
Business Unit
Royal Mail Letters/Network
Amount of Pay
2 weeks full pay
Service Requirement
After 1yrs Service
Parental leave was first introduced on 15th December 1999 to give parents of children born or adopted on or after that date, the right to take a period of time off work to look after a child or make arrangements for the child’s welfare. Parentscan use it to spend more time with children and strike a better balance between their work and family commitments. The leave is unpaid.
WHO CAN TAKE PARENTAL LEAVE?
Employees who have a baby or adopt a child and who have completed one year’s qualifying service with their employer are entitled to Parental Leave. Both parents can take parental leave.
HOW LONG DOES PARENTAL LEAVE LAST
Employees get 13 weeks in total for each child. Parents of disabled children get 18 weeks in total. (For the purposes of parental leave, a disabled child is one for whom disability living allowance has been awarded). Employees will be able to take parental leave in short or long blocks depending on what has been agreed where they work.
WHAT HAPPENS IF AN EMPLOYEE HAS TWINS?
Parental leave is for each child, so if twins are born each parent will get 13 weeks leave for each child (18 weeks for parents of each disabled child).
WHEN DOES PARENTAL LEAVE HAVE TO BE TAKEN BY?
Employees can choose to take parental leave at any time. Parents of children can take the leave up until the child’s fifth birthday. In adoption cases, Parental Leave can be taken for five years after the child is first placed with the family for adoption (or until the child’s 18th birthday if that comes sooner).
WILL EMPLOYEES BE ABLE TO RETURN TO THE SAME JOB AFTER PARENTAL LEAVE?
At the end of parental leave, an employee is guaranteed the right to return to the same job as before if the leave was for a period of four weeks or less; if it was for a longer period, the employee is entitled to return to the same job or if that is not reasonably practicable, a similar job which has the same or better status, terms and conditions as the old job.
When parental leave follows maternity leave, the general rule is that a woman is entitled to return to the same job she had before the leave. If at the end of additional maternity leave this would not have been reasonably practicable and it is still not reasonably practicable at the end of Parental Leave, she is entitled to return to a similar job, which has the same, or better status, terms and conditions as the old job.
WHAT PROCEDURES HAVE TO BE FOLLOWED BEFORE AN EMPLOYEE CAN TAKE PARENTAL LEAVE?
Employers and employees can agree their own procedures for taking parental leave. They can do this by using workforce or collective agreements or through individual arrangements. Any of these agreements will apply to an employee only if it is part of the employee’s contract of employment.
WHAT HAPPENS IF THERE IS NO AGREEMENT?
There is a fallback scheme, which will apply automatically where employers and their employees have no other agreement operating.
WHAT HAPPENS UNDER THE FALLBACK SCHEME?
In most cases, leave must be taken in blocks or multiples of one week.
The exception to the above is that parents of disabled children can take leave in blocks or multiples of one day.
In all cases a maximum of four weeks’ parental leave in a year can be taken in respect of any individual child.
21 days’ notice must be given.
The employer can postpone the leave for up to six months where the business would be particularly disrupted if the leave were taken at the time requested.
Leave cannot be postponed when the employee gives notice to take it immediately after the time the child is born or is placed with the family for adoption.
WHAT IS THE PROCEDURE FOR POSTPONING LEAVE UNDER THE FALLBACK SCHEME?
If an employer considers that an employee’s absence would unduly disrupt the business, then the employer can postpone the leave for no longer than six months after the beginning of the period that the employee originally wanted to start his or her parental leave. The employer should discuss the matter with the employee and confirm the postponement arrangements in writing no later than seven days after the employee’s notice to take leave. The employer’s notice should state the reason for the postponement and set out the new dates of parental leave. The length of the leave should be equivalent to the employee’s original request.
UNDER WHAT CIRCUMSTANCES CAN AN EMPLOYER POSTPONE LEAVE IN THE FALLBACK SCHEME?
Employers may be justified in postponing leave when, for example, the work is at a seasonal peak; where a significant proportion of the workforce applies for parental leave at the same time or, when the employee’s role is such that his or her absence at a particular time would unduly harm the business.
CAN LEAVE BE POSTPONED UNDER THE FALLBACK SCHEME IF AN EMPLOYEE WANTS TO TAKE LEAVE IMMEDIATELY AFTER THE BIRTH OR ADOPTION OF A CHILD?
When an employee applies to take parental leave immediately after the birth or adoption of a child, then the employer cannot postpone the leave. The employee needs to give 21 days’ notice before the beginning of the expected week of childbirth (expectant mothers will be able to provide this information to their partners). In the case of adoption, the employee needs to give 21 days’ notice of the expected week of placement. In rare cases where this is not possible, an adoptive parent should give the notice as soon as is reasonably practicable.
DO EMPLOYERS NEED TO KEEP RECORDS?
Employers are not required to keep records of parental leave taken, although many will want to do so for their own purposes. When an employee changes jobs, employers will be free to make enquiries of a previous employer or seek a declaration from the employee about how much parental leave he or she has taken.
CAN EMPLOYERS ASK FOR EVIDENCE THAT THE EMPLOYEE IS ENTITLED TO PARENTAL LEAVE?
An employer can ask to see evidence to confirm the employee is the parent or the person who is legally responsible for the child. Evidence might take the form of information contained in the child’s birth certificate, papers confirming a child’s adoption or the date of placement in adoption cases or in the case of a disabled child, the award of Disability Living Allowance for the child. The employer’s request must be reasonable; it may not be reasonable for him to check on the employee’s entitlement on every occasion on which leave is asked for.
WHAT IF AN EMPLOYER REFUSES TO ALLOW AN EMPLOYEE TO TAKE PARENTAL LEAVE?
Employees will have the right to go to an employment tribunal if the employer prevents or attempts to prevent them from taking parental leave. An employee who takes parental leave will also be protected from victimisation, including dismissal, for taking it.
WHO CAN TAKE PARENTAL LEAVE?
Employees who have a baby or adopt a child and who have completed one year’s qualifying service with their employer are entitled to Parental Leave. Both parents can take parental leave.
HOW LONG DOES PARENTAL LEAVE LAST
Employees get 13 weeks in total for each child. Parents of disabled children get 18 weeks in total. (For the purposes of parental leave, a disabled child is one for whom disability living allowance has been awarded). Employees will be able to take parental leave in short or long blocks depending on what has been agreed where they work.
WHAT HAPPENS IF AN EMPLOYEE HAS TWINS?
Parental leave is for each child, so if twins are born each parent will get 13 weeks leave for each child (18 weeks for parents of each disabled child).
WHEN DOES PARENTAL LEAVE HAVE TO BE TAKEN BY?
Employees can choose to take parental leave at any time. Parents of children can take the leave up until the child’s fifth birthday. In adoption cases, Parental Leave can be taken for five years after the child is first placed with the family for adoption (or until the child’s 18th birthday if that comes sooner).
WILL EMPLOYEES BE ABLE TO RETURN TO THE SAME JOB AFTER PARENTAL LEAVE?
At the end of parental leave, an employee is guaranteed the right to return to the same job as before if the leave was for a period of four weeks or less; if it was for a longer period, the employee is entitled to return to the same job or if that is not reasonably practicable, a similar job which has the same or better status, terms and conditions as the old job.
When parental leave follows maternity leave, the general rule is that a woman is entitled to return to the same job she had before the leave. If at the end of additional maternity leave this would not have been reasonably practicable and it is still not reasonably practicable at the end of Parental Leave, she is entitled to return to a similar job, which has the same, or better status, terms and conditions as the old job.
WHAT PROCEDURES HAVE TO BE FOLLOWED BEFORE AN EMPLOYEE CAN TAKE PARENTAL LEAVE?
Employers and employees can agree their own procedures for taking parental leave. They can do this by using workforce or collective agreements or through individual arrangements. Any of these agreements will apply to an employee only if it is part of the employee’s contract of employment.
WHAT HAPPENS IF THERE IS NO AGREEMENT?
There is a fallback scheme, which will apply automatically where employers and their employees have no other agreement operating.
WHAT HAPPENS UNDER THE FALLBACK SCHEME?
In most cases, leave must be taken in blocks or multiples of one week.
The exception to the above is that parents of disabled children can take leave in blocks or multiples of one day.
In all cases a maximum of four weeks’ parental leave in a year can be taken in respect of any individual child.
21 days’ notice must be given.
The employer can postpone the leave for up to six months where the business would be particularly disrupted if the leave were taken at the time requested.
Leave cannot be postponed when the employee gives notice to take it immediately after the time the child is born or is placed with the family for adoption.
WHAT IS THE PROCEDURE FOR POSTPONING LEAVE UNDER THE FALLBACK SCHEME?
If an employer considers that an employee’s absence would unduly disrupt the business, then the employer can postpone the leave for no longer than six months after the beginning of the period that the employee originally wanted to start his or her parental leave. The employer should discuss the matter with the employee and confirm the postponement arrangements in writing no later than seven days after the employee’s notice to take leave. The employer’s notice should state the reason for the postponement and set out the new dates of parental leave. The length of the leave should be equivalent to the employee’s original request.
UNDER WHAT CIRCUMSTANCES CAN AN EMPLOYER POSTPONE LEAVE IN THE FALLBACK SCHEME?
Employers may be justified in postponing leave when, for example, the work is at a seasonal peak; where a significant proportion of the workforce applies for parental leave at the same time or, when the employee’s role is such that his or her absence at a particular time would unduly harm the business.
CAN LEAVE BE POSTPONED UNDER THE FALLBACK SCHEME IF AN EMPLOYEE WANTS TO TAKE LEAVE IMMEDIATELY AFTER THE BIRTH OR ADOPTION OF A CHILD?
When an employee applies to take parental leave immediately after the birth or adoption of a child, then the employer cannot postpone the leave. The employee needs to give 21 days’ notice before the beginning of the expected week of childbirth (expectant mothers will be able to provide this information to their partners). In the case of adoption, the employee needs to give 21 days’ notice of the expected week of placement. In rare cases where this is not possible, an adoptive parent should give the notice as soon as is reasonably practicable.
DO EMPLOYERS NEED TO KEEP RECORDS?
Employers are not required to keep records of parental leave taken, although many will want to do so for their own purposes. When an employee changes jobs, employers will be free to make enquiries of a previous employer or seek a declaration from the employee about how much parental leave he or she has taken.
CAN EMPLOYERS ASK FOR EVIDENCE THAT THE EMPLOYEE IS ENTITLED TO PARENTAL LEAVE?
An employer can ask to see evidence to confirm the employee is the parent or the person who is legally responsible for the child. Evidence might take the form of information contained in the child’s birth certificate, papers confirming a child’s adoption or the date of placement in adoption cases or in the case of a disabled child, the award of Disability Living Allowance for the child. The employer’s request must be reasonable; it may not be reasonable for him to check on the employee’s entitlement on every occasion on which leave is asked for.
WHAT IF AN EMPLOYER REFUSES TO ALLOW AN EMPLOYEE TO TAKE PARENTAL LEAVE?
Employees will have the right to go to an employment tribunal if the employer prevents or attempts to prevent them from taking parental leave. An employee who takes parental leave will also be protected from victimisation, including dismissal, for taking it.
ADOPTIVE PARENTS: RIGHTS TO LEAVE AND PAY
This section gives information on the right to Statutory Adoptive Leave and Pay which is available to employees. The right to adoption and paternity leave and pay entitles eligible employees to take paid leave when a child is newly placed for adoption. Adoption Leave and Adoption Pay will be available to individuals who adopt. Where two people are adopting jointly, one member of a couple can take Adoption Leave and the other can take Paternity Leave and Paternity Pay. The couple will need to choose who gets what.
START DATES
Both paid adoption leave and paid paternity leave will be available to employees where an approved adoption agency notifies the adopter of a match with a child. Both adoption and Paternity Leave and pay will also be available to employees where an approved adoption agency notifies the adopter of a match with a child.
ADOPTION LEAVE AND PAY ELIGIBILITY
To qualify for adoption leave, an employee must:
Be *newly matched with a child for adoption by an approved adoption agency
Have worked continuously for their employer for 26 weeks leading into the week in which they are notified of being matched with a child for adoption
* Adoption leave and pay is not available in circumstances where a child is not newly matched for adoption, for example when a step-parent is adopting a partner’s children.
LENGTH OF ADOPTION LEAVE
Adopters will be entitled to up to 26 weeks ordinary adoption leave followed immediately by up to 26 weeks additional adoption leave, a total of up to 52 weeks leave.
They can choose to start their leave:
From the date of the child’s placement (whether this is earlier or later than expected), or
From a fixed date which can be up to 14 days before the expected date of placement.
Leave can start on any day of the week.
Only one period of leave will be available irrespective of whether more than one child is placed for adoption as part of the same arrangement.
If the child’s placement ends during the adoption leave period, the adopter will be able to continue adoption leave for up to eight weeks after the end of the placement.
STATUTORY ADOPTION PAY
During their adoption leave, most adopters will be entitled to Statutory Adoption Pay (SAP) from their employers. Six weeks at the higher rate and 33 weeks at the lower rate. Statutory Adoption Pay will be paid by employers for up to 39 weeks providing you have 26 weeks of service at the date of placement.
The rate of Statutory Adoption Pay will be the same as the standard rate of Statutory Maternity Pay which currently is 90% of your average weekly earnings. Adopters who have average weekly earnings below the Lower Earnings Limit for National Insurance Contributions will not qualify for SAP.
If you don’t earn enough to qualify
If you meet the other conditions but earn less than the lower earnings limit (LEL) for National Insurance contributions, you can still take unpaid adoption leave. You might get Income Support while on leave.
Notice of intention to take adoption leave
Adopters will be required to inform their employers of their intention to take adoption leave within 7 days of being notified by their adoption agency that they have been matched with a child for adoption, unless this is not reasonably practicable. They will need to tell their employers:
When the child is expected to be placed with them
When they want their adoption leave to start
Adopters will be able to change their mind about the date on which they want their leave to start providing they tell their employer at least 28 days in advance (unless this is not reasonably practicable). They will have to tell their employer the date they expect any payments of SAP to start at least 28 days in advance, unless this is not reasonably practicable.
Employers will have 28 days in which to respond to their employees’ notification of their leave plans. An employer will need to write to the employee, setting out the date on which they expect the employee to return to work if the full entitlement to adoption leave is taken.
Matching certificate
Employees will have to give their employer documentary evidence – a ‘matching certificate’ – from their adoption agency as evidence of their entitlement to SAP. Employers can also ask for this certificate as proof of entitlement to Adoptive Leave. Employees should ask their adoption agency for a matching certificate, which will include basic information on matching and expected placement dates.
Contractual benefits
Employees are entitled to the benefit of their normal terms and conditions of employment, except for terms relating to wages or salary (unless their contract of employment provides otherwise), throughout their 26 week ordinary Adoption Leave period. However, most adopters will be entitled to SAP during this period. If the employee has a contractual right to Adoption Leave as well as the statutory right, he/she may take advantage of whichever is the more favourable. Any adoption pay to which he/she has a contractual right reduces the amount of SAP to which he/she is entitled.
During additional adoption leave, the employment contract continues and some contractual benefits and obligations remain in force, for example compensation in the event of redundancy and notice periods.
Return to work after adoption leave
Adopters who intend to return to work at the end of their full adoption leave entitlement will not have to give any further notification to their employers. Adopters who want to return to work before the end of their adoption leave period, must give their employers 8 weeks notice of the date they intend to return.
Work During The Adoption Leave Period – “Keeping In Touch Days”
Employees may, by agreement with their employer, do up to ten days’ work – known as “Keeping in Touch Days” – under their contract of employment during the adoption leave period. Such days are different to the reasonable contact that employers and employees may make with one another as during Keeping in Touch Days employees can actually carry out work for the employer, for which they will be paid.
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Protection from detriment and dismissal
Employees will be protected from suffering detriment or unfair dismissal for reasons related to taking or seeking to take, adoption leave. Employees who believe they have been treated unfairly will be able to complain to an Employment Tribunal.
Termination of Placement
If, after the employee has begun Adoptive Leave, a child’s placement is terminated and the child returned to the adoption agency (or if the child dies), the employee will continue to be entitled to Adoptive Leave for up to 8 weeks after the placement ends – provided this period of 8 weeks does not
extend beyond the date on which ordinary or additional Adoptive Leave would otherwise have ended.
PATERNITY LEAVE AND PAY (ADOPTION)
Following the placement of a child for adoption, the right to paternity leave and pay will give eligible employees the right to take paid leave at the Statutory Paternity Pay rate to care for their new child or support the adopter.
Eligibility
Employees will need to satisfy the following conditions in order to qualify for Paternity Leave. They must:
Have or expect to have responsibility for the child’s upbringing
Be the adopter’s spouse or partner
Have worked continuously for their employer for 26 weeks leading into the week in which the adopter is notified of being matched with a child
Employers can ask their employees to provide a self-certificate (see below for further details) as evidence that they meet these eligibility conditions.
Length of paternity leave
Eligible employees will be entitled to choose to take either one week or two consecutive weeks paid paternity leave (not odd days). They can choose to start their leave:
From the date of the child’s placement (whether this is earlier or later than expected) or
From a chosen number of days or weeks after the date of the child’s placement (whether this is earlier or later than expected), or
From a chosen date.
Leave can start on any day of the week on or following the child’s placement but must be completed within 56 days of the child’s placement. Only one period of leave will be available to employees irrespective of whether more than one child is placed together.
Statutory Paternity Pay
During their paternity leave most employees will be entitled to Statutory Paternity Pay (SPP) from their employers. It can be taken in a block of one week or two weeks but if the employee chooses to take one week off, it is not possible to take the other week at a later stage. The leave can start on any day of the week but it must finish within 56 days of the baby being born or the adoption placement. If your weekly average earnings is £90 – Lower Earnings Limit (this amount may be subject to change each year), SPP is paid for one or two consecutive weeks. If you qualify for SPP you will be paid 90% of your weekly average earnings if this is less.
Notice of intention to take paternity leave
Employees will be required to inform their employers of their intention to take paternity leave within seven days of the adopter being notified by their adoption agency that they have been matched with a child, unless this is not reasonably practicable. They will need to tell their employers:
When the child is expected to be placed
Whether they wish to take one or two weeks leave
When they want their leave to start
Employees will be able to change their mind about the date on which they want their leave to start providing they tell their employer 28 days in advance (unless this is not reasonably practicable). Employees will have to tell their employers the date they expect any payments of SPP to start at least
28 days in advance, unless this is not reasonably practicable.
Self-certificate
Employees will have to give their employers a completed self-certificate as evidence of their entitlement to SPP. Employers can also request a completed self-certificate as evidence of entitlement to paternity leave. The self-certificate must include a declaration that the employee meets certain eligibility conditions and provide the information specified above as part of the notice requirements.
By providing a completed self-certificate, employees will be able to satisfy both the notice and evidence conditions for paternity leave and pay. Employers will not be expected to carry out any further checks.
Contractual benefits
Employees are entitled to the benefit of their normal terms and conditions of employment, except for terms relating to wages or salary (unless their contract of employment provides otherwise) throughout their paternity leave. However, most employees will be entitled to SPP for this period. If the employee has a contractual right to Paternity Leave as well as the statutory right, he/she may take advantage of whichever is the more favourable. Any paternity pay to which he/she has a contractual right reduces the amount of SPP to which he/she is entitled.
Return to work after paternity leave
Employees will be entitled to return to the same job following paternity leave. Protection from detriment and dismissal Employees will be protected from suffering unfair treatment or dismissal for taking or seeking to take, Paternity Leave. Employees who believe they have been treated unfairly will be able to complain to an Employment Tribunal.
Child Benefit
Don’t forget that you are now eligible for child benefit.
This section gives information on the right to Statutory Adoptive Leave and Pay which is available to employees. The right to adoption and paternity leave and pay entitles eligible employees to take paid leave when a child is newly placed for adoption. Adoption Leave and Adoption Pay will be available to individuals who adopt. Where two people are adopting jointly, one member of a couple can take Adoption Leave and the other can take Paternity Leave and Paternity Pay. The couple will need to choose who gets what.
START DATES
Both paid adoption leave and paid paternity leave will be available to employees where an approved adoption agency notifies the adopter of a match with a child. Both adoption and Paternity Leave and pay will also be available to employees where an approved adoption agency notifies the adopter of a match with a child.
ADOPTION LEAVE AND PAY ELIGIBILITY
To qualify for adoption leave, an employee must:
Be *newly matched with a child for adoption by an approved adoption agency
Have worked continuously for their employer for 26 weeks leading into the week in which they are notified of being matched with a child for adoption
* Adoption leave and pay is not available in circumstances where a child is not newly matched for adoption, for example when a step-parent is adopting a partner’s children.
LENGTH OF ADOPTION LEAVE
Adopters will be entitled to up to 26 weeks ordinary adoption leave followed immediately by up to 26 weeks additional adoption leave, a total of up to 52 weeks leave.
They can choose to start their leave:
From the date of the child’s placement (whether this is earlier or later than expected), or
From a fixed date which can be up to 14 days before the expected date of placement.
Leave can start on any day of the week.
Only one period of leave will be available irrespective of whether more than one child is placed for adoption as part of the same arrangement.
If the child’s placement ends during the adoption leave period, the adopter will be able to continue adoption leave for up to eight weeks after the end of the placement.
STATUTORY ADOPTION PAY
During their adoption leave, most adopters will be entitled to Statutory Adoption Pay (SAP) from their employers. Six weeks at the higher rate and 33 weeks at the lower rate. Statutory Adoption Pay will be paid by employers for up to 39 weeks providing you have 26 weeks of service at the date of placement.
The rate of Statutory Adoption Pay will be the same as the standard rate of Statutory Maternity Pay which currently is 90% of your average weekly earnings. Adopters who have average weekly earnings below the Lower Earnings Limit for National Insurance Contributions will not qualify for SAP.
If you don’t earn enough to qualify
If you meet the other conditions but earn less than the lower earnings limit (LEL) for National Insurance contributions, you can still take unpaid adoption leave. You might get Income Support while on leave.
Notice of intention to take adoption leave
Adopters will be required to inform their employers of their intention to take adoption leave within 7 days of being notified by their adoption agency that they have been matched with a child for adoption, unless this is not reasonably practicable. They will need to tell their employers:
When the child is expected to be placed with them
When they want their adoption leave to start
Adopters will be able to change their mind about the date on which they want their leave to start providing they tell their employer at least 28 days in advance (unless this is not reasonably practicable). They will have to tell their employer the date they expect any payments of SAP to start at least 28 days in advance, unless this is not reasonably practicable.
Employers will have 28 days in which to respond to their employees’ notification of their leave plans. An employer will need to write to the employee, setting out the date on which they expect the employee to return to work if the full entitlement to adoption leave is taken.
Matching certificate
Employees will have to give their employer documentary evidence – a ‘matching certificate’ – from their adoption agency as evidence of their entitlement to SAP. Employers can also ask for this certificate as proof of entitlement to Adoptive Leave. Employees should ask their adoption agency for a matching certificate, which will include basic information on matching and expected placement dates.
Contractual benefits
Employees are entitled to the benefit of their normal terms and conditions of employment, except for terms relating to wages or salary (unless their contract of employment provides otherwise), throughout their 26 week ordinary Adoption Leave period. However, most adopters will be entitled to SAP during this period. If the employee has a contractual right to Adoption Leave as well as the statutory right, he/she may take advantage of whichever is the more favourable. Any adoption pay to which he/she has a contractual right reduces the amount of SAP to which he/she is entitled.
During additional adoption leave, the employment contract continues and some contractual benefits and obligations remain in force, for example compensation in the event of redundancy and notice periods.
Return to work after adoption leave
Adopters who intend to return to work at the end of their full adoption leave entitlement will not have to give any further notification to their employers. Adopters who want to return to work before the end of their adoption leave period, must give their employers 8 weeks notice of the date they intend to return.
Work During The Adoption Leave Period – “Keeping In Touch Days”
Employees may, by agreement with their employer, do up to ten days’ work – known as “Keeping in Touch Days” – under their contract of employment during the adoption leave period. Such days are different to the reasonable contact that employers and employees may make with one another as during Keeping in Touch Days employees can actually carry out work for the employer, for which they will be paid.
3
Protection from detriment and dismissal
Employees will be protected from suffering detriment or unfair dismissal for reasons related to taking or seeking to take, adoption leave. Employees who believe they have been treated unfairly will be able to complain to an Employment Tribunal.
Termination of Placement
If, after the employee has begun Adoptive Leave, a child’s placement is terminated and the child returned to the adoption agency (or if the child dies), the employee will continue to be entitled to Adoptive Leave for up to 8 weeks after the placement ends – provided this period of 8 weeks does not
extend beyond the date on which ordinary or additional Adoptive Leave would otherwise have ended.
PATERNITY LEAVE AND PAY (ADOPTION)
Following the placement of a child for adoption, the right to paternity leave and pay will give eligible employees the right to take paid leave at the Statutory Paternity Pay rate to care for their new child or support the adopter.
Eligibility
Employees will need to satisfy the following conditions in order to qualify for Paternity Leave. They must:
Have or expect to have responsibility for the child’s upbringing
Be the adopter’s spouse or partner
Have worked continuously for their employer for 26 weeks leading into the week in which the adopter is notified of being matched with a child
Employers can ask their employees to provide a self-certificate (see below for further details) as evidence that they meet these eligibility conditions.
Length of paternity leave
Eligible employees will be entitled to choose to take either one week or two consecutive weeks paid paternity leave (not odd days). They can choose to start their leave:
From the date of the child’s placement (whether this is earlier or later than expected) or
From a chosen number of days or weeks after the date of the child’s placement (whether this is earlier or later than expected), or
From a chosen date.
Leave can start on any day of the week on or following the child’s placement but must be completed within 56 days of the child’s placement. Only one period of leave will be available to employees irrespective of whether more than one child is placed together.
Statutory Paternity Pay
During their paternity leave most employees will be entitled to Statutory Paternity Pay (SPP) from their employers. It can be taken in a block of one week or two weeks but if the employee chooses to take one week off, it is not possible to take the other week at a later stage. The leave can start on any day of the week but it must finish within 56 days of the baby being born or the adoption placement. If your weekly average earnings is £90 – Lower Earnings Limit (this amount may be subject to change each year), SPP is paid for one or two consecutive weeks. If you qualify for SPP you will be paid 90% of your weekly average earnings if this is less.
Notice of intention to take paternity leave
Employees will be required to inform their employers of their intention to take paternity leave within seven days of the adopter being notified by their adoption agency that they have been matched with a child, unless this is not reasonably practicable. They will need to tell their employers:
When the child is expected to be placed
Whether they wish to take one or two weeks leave
When they want their leave to start
Employees will be able to change their mind about the date on which they want their leave to start providing they tell their employer 28 days in advance (unless this is not reasonably practicable). Employees will have to tell their employers the date they expect any payments of SPP to start at least
28 days in advance, unless this is not reasonably practicable.
Self-certificate
Employees will have to give their employers a completed self-certificate as evidence of their entitlement to SPP. Employers can also request a completed self-certificate as evidence of entitlement to paternity leave. The self-certificate must include a declaration that the employee meets certain eligibility conditions and provide the information specified above as part of the notice requirements.
By providing a completed self-certificate, employees will be able to satisfy both the notice and evidence conditions for paternity leave and pay. Employers will not be expected to carry out any further checks.
Contractual benefits
Employees are entitled to the benefit of their normal terms and conditions of employment, except for terms relating to wages or salary (unless their contract of employment provides otherwise) throughout their paternity leave. However, most employees will be entitled to SPP for this period. If the employee has a contractual right to Paternity Leave as well as the statutory right, he/she may take advantage of whichever is the more favourable. Any paternity pay to which he/she has a contractual right reduces the amount of SPP to which he/she is entitled.
Return to work after paternity leave
Employees will be entitled to return to the same job following paternity leave. Protection from detriment and dismissal Employees will be protected from suffering unfair treatment or dismissal for taking or seeking to take, Paternity Leave. Employees who believe they have been treated unfairly will be able to complain to an Employment Tribunal.
Child Benefit
Don’t forget that you are now eligible for child benefit.
AUTISM, DIABETES, MOTOR NEURONE DISEASE & MENTAL HEALTH
The ability of an employer to now treat a disabled worker more favourably than a non-disabled worker will see many more disabled workers protected in the workplace.
Autism is a lifelong developmental disability. It is part of the autism spectrum and is sometimes referred to as an autism spectrum disorder, or an ASD. The word ‘spectrum’ is used because, while all people with autism share three main areas of difficulty, their condition will affect them in very different ways. Some are able to live relatively ‘everyday’ lives; others will require a lifetime of specialist support.
The three main areas of difficulty which all people with autism share are sometimes known as the ‘triad of impairments’.These are:
difficulty with social communication
difficulty with social interaction
difficulty with social imagination.
These are described in more detail below.
It can be hard to create awareness of autism as people with the condition do not ‘look’ disabled. Parents of children with autism often say that other people simply think their child is naughty; while adults find that they are misunderstood.
All people with autism can benefit from a timely diagnosis and access to appropriate services and support.
WHAT ARE THE CHARACTERISTICS OF AUTISM?
The characteristics of autism vary from one person to another but are generally divided into three main groups.
1. Difficulty with Social Communication
“For people with autistic spectrum disorders, ‘body language’ can appear just as foreign as if people were speaking ancient Greek.” People with autism have difficulties with both verbal and non-verbal language. Many have a very literal understanding of language, and think people always mean exactly what they say. They can find it difficult to use or understand:
facial expressions or tone of voice
jokes and sarcasm
common phrases and sayings; an example might be the phrase ‘It’s cool’, which people often say when they think that something is good, but strictly speaking, means that it’s a bit cold
Some people with autism may not speak or have fairly limited speech. They will usually understand what other people say to them but prefer to use alternative means of communication themselves, such as sign language or visual symbols.
Others will have good language skills, but they may still find it hard to understand the give-and-take nature of conversations, perhaps repeating what the other person has just said (this is known as echolalia) or talking at length about their own interests.
It helps if other people speak in a clear, consistent way and give people with autism time to process what has been said to them.
2. Difficulty with Social Interaction
“Socialising does not come naturally – we have to learn it.” People with autism often have difficulty recognising or understanding other people’s emotions, feelings and expressing their own which can make it more difficult for them to fit in socially. They may:
not understand the unwritten social rules which most of us pick up without thinking – they may stand too close to another person for example or start an inappropriate subject of conversation
appear to be insensitive because they have not recognised how someone else is feeling
prefer to spend time alone rather than seeking out the company of other people
not seek comfort from other people
appear to behave ‘strangely’ or inappropriately, as it is not always easy for them to express feelings, emotions or needs
Difficulties with social interaction can mean that people with autism find it hard to form friendships – some may want to interact with other people and make friends, but may be unsure how to go about this.
3. Difficulty with Social Imagination
“We have trouble working out what other people know. We have more difficulty guessing what other people are thinking.” Social imagination allows us to understand and predict other people’s behaviour, make sense of abstract ideas and to imagine situations outside our immediate daily routine. Difficulties with social imagination mean that people with autism find it hard to:
understand and interpret other people’s thoughts, feelings and actions
predict what will happen next or what could happen next
understand the concept of danger, for example, that running on to a busy road poses a threat to them
engage in imaginative play and activities: children with autism may enjoy some imaginative play but prefer to act out the same scenes each time
prepare for change and plan for the future
cope in new or unfamiliar situations
Difficulties with social imagination should not be confused with a lack of imagination. Many people with autism are very creative and maybe, for example, accomplished artists, musicians or writers.
OTHER RELATED CHARACTERISTICS
Love of Routines
“One young person with autism attended a day service. He would be dropped off by taxi, walk up to the door of the day service, knock on it and be let in. One day, the door opened before he could knock and a person came out. Rather than go in through the open door, he returned to the taxi and began the routine again.”
The world can seem a very unpredictable and confusing place to people with autism, who often prefer to have a fixed daily routine so that they know what is going to happen every day. This routine can extend to always wanting to travel the same way to and from school or work or eat exactly the same food for breakfast.
Rules can also be important: it may be difficult for a person with autism to take a different approach to something once they have been taught the ‘right’ way to do it. People with autism may not be comfortable with the idea of change but can cope well if they are prepared for it in advance.
Sensory Sensitivity
“Rowan loves art but he hates wearing a shirt to protect his clothing – the feeling of the fabric against his skin causes him distress. We have agreed with his school that he can wear a loose-fitting apron instead.”
People with autism may experience some form of sensory sensitivity. This can occur in one or more of the five senses – sight, sound, smell, touch and taste. A person’s senses are either intensified (hypersensitive) or under-sensitive (hypo-sensitive).
For example, a person with autism may find certain background sounds, which other people ignore or block out, unbearably loud or distracting. This can cause anxiety or even physical pain. People who are hypo-sensitive may not feel pain or extremes of temperature. Some may rock, spin or flap their hands to stimulate sensation, to help with balance and posture or to deal with stress. People with sensory sensitivity may also find it harder to use their body awareness system. This system tells us where our bodies are, so for those with reduced body awareness, it can be harder to navigate rooms avoiding obstructions, stand at an appropriate distance from other people and carry out ‘fine motor’ tasks such as tying shoelaces.
Special Interests
“My art activity has enabled me to become a part of society. When there is something that a person with autism does well, it should be encouraged and cultivated.” Many people with autism have intense special interests, often from a fairly young age. These can change over time or be lifelong and can be anything from art or music, to trains or computers. Some people with autism may eventually be able to work or study in related areas. For others, it will remain a hobby.
A special interest may sometimes be unusual. One person with autism loved collecting rubbish, for example; with encouragement, this was channelled into an interest in recycling and the environment.
Learning Disabilities
“I have a helper who sits with me and if I’m stuck on a word she helps me. It makes a big difference.”
People with autism may have learning disabilities, which can affect all aspects of someone’s life, from studying in school, to learning how to wash themselves or make a meal. As with autism, people can have different ‘degrees’ of learning disability, so some will be able to live fairly independently – although they may need a degree of support to achieve this – while others may require lifelong, specialist support. However, all people with autism can, and do, learn and develop with the right sort of support.
Other conditions are sometimes associated with autism. These may include attention deficit hyperactivitydisorder (ADHD), or learning difficulties such as dyslexia and dyspraxia.
Who is Affected by Autism?
Autism is much more common than most people think. There are over half a million people in the UK with autism – that’s around 1 in 100 people. People from all nationalities and cultural, religious and social backgrounds can have autism, although it appears to affect more men than women. It is a lifelong condition: children with autism grow up to become adults with autism.
What Causes Autism?
The exact cause of autism is still being investigated. However, research suggests that a combination of factors – genetic and environmental – may account for changes in brain development. Autism is not caused by a person’s upbringing, their social circumstances and is not the fault of the individual with the condition.
Is There a Cure?
At present, there is no ‘cure’ for autism. However, there is a range of interventions – methods of enabling learning and development – which people may find to be helpful. Many of these are detailed on the website: www.autism.org.uk/approaches
What is a Diagnosis?
A diagnosis is the formal identification of autism, usually by a health professional such as a paediatrician or a psychiatrist. Having a diagnosis is helpful for two reasons:
it helps people with autism (and their families) to understand why they may experience certain difficulties and what they can do about them
it allows people to access services and support
People’s GPs can refer them to a specialist who is able to make a diagnosis. Many people are diagnosed as children; their parents and carers can ask GPs for a referral. Some professionals may refer to autism by a different name, such as autism or autistic spectrum disorder (ASD), classic autism or kanner autism, pervasive developmental disorder (PDD) or high-functioning autism (HFA).
Where do I go Next?
The National Autistic Society helpline 0845 070 4004 offers confidential information and advice on autism and related issues. The helpline is open 10am to 4pm, Monday to Friday. You can also email them at: autismhelpline@nas.org.uk
This factsheet has been produced as a result of motion 8 from the CWU Disability Conference 2008 being passed. Our thanks goes to the moving branch, North West London. This information has been sourced from the National Autistic Society.
The three main areas of difficulty which all people with autism share are sometimes known as the ‘triad of impairments’.These are:
difficulty with social communication
difficulty with social interaction
difficulty with social imagination.
These are described in more detail below.
It can be hard to create awareness of autism as people with the condition do not ‘look’ disabled. Parents of children with autism often say that other people simply think their child is naughty; while adults find that they are misunderstood.
All people with autism can benefit from a timely diagnosis and access to appropriate services and support.
WHAT ARE THE CHARACTERISTICS OF AUTISM?
The characteristics of autism vary from one person to another but are generally divided into three main groups.
1. Difficulty with Social Communication
“For people with autistic spectrum disorders, ‘body language’ can appear just as foreign as if people were speaking ancient Greek.” People with autism have difficulties with both verbal and non-verbal language. Many have a very literal understanding of language, and think people always mean exactly what they say. They can find it difficult to use or understand:
facial expressions or tone of voice
jokes and sarcasm
common phrases and sayings; an example might be the phrase ‘It’s cool’, which people often say when they think that something is good, but strictly speaking, means that it’s a bit cold
Some people with autism may not speak or have fairly limited speech. They will usually understand what other people say to them but prefer to use alternative means of communication themselves, such as sign language or visual symbols.
Others will have good language skills, but they may still find it hard to understand the give-and-take nature of conversations, perhaps repeating what the other person has just said (this is known as echolalia) or talking at length about their own interests.
It helps if other people speak in a clear, consistent way and give people with autism time to process what has been said to them.
2. Difficulty with Social Interaction
“Socialising does not come naturally – we have to learn it.” People with autism often have difficulty recognising or understanding other people’s emotions, feelings and expressing their own which can make it more difficult for them to fit in socially. They may:
not understand the unwritten social rules which most of us pick up without thinking – they may stand too close to another person for example or start an inappropriate subject of conversation
appear to be insensitive because they have not recognised how someone else is feeling
prefer to spend time alone rather than seeking out the company of other people
not seek comfort from other people
appear to behave ‘strangely’ or inappropriately, as it is not always easy for them to express feelings, emotions or needs
Difficulties with social interaction can mean that people with autism find it hard to form friendships – some may want to interact with other people and make friends, but may be unsure how to go about this.
3. Difficulty with Social Imagination
“We have trouble working out what other people know. We have more difficulty guessing what other people are thinking.” Social imagination allows us to understand and predict other people’s behaviour, make sense of abstract ideas and to imagine situations outside our immediate daily routine. Difficulties with social imagination mean that people with autism find it hard to:
understand and interpret other people’s thoughts, feelings and actions
predict what will happen next or what could happen next
understand the concept of danger, for example, that running on to a busy road poses a threat to them
engage in imaginative play and activities: children with autism may enjoy some imaginative play but prefer to act out the same scenes each time
prepare for change and plan for the future
cope in new or unfamiliar situations
Difficulties with social imagination should not be confused with a lack of imagination. Many people with autism are very creative and maybe, for example, accomplished artists, musicians or writers.
OTHER RELATED CHARACTERISTICS
Love of Routines
“One young person with autism attended a day service. He would be dropped off by taxi, walk up to the door of the day service, knock on it and be let in. One day, the door opened before he could knock and a person came out. Rather than go in through the open door, he returned to the taxi and began the routine again.”
The world can seem a very unpredictable and confusing place to people with autism, who often prefer to have a fixed daily routine so that they know what is going to happen every day. This routine can extend to always wanting to travel the same way to and from school or work or eat exactly the same food for breakfast.
Rules can also be important: it may be difficult for a person with autism to take a different approach to something once they have been taught the ‘right’ way to do it. People with autism may not be comfortable with the idea of change but can cope well if they are prepared for it in advance.
Sensory Sensitivity
“Rowan loves art but he hates wearing a shirt to protect his clothing – the feeling of the fabric against his skin causes him distress. We have agreed with his school that he can wear a loose-fitting apron instead.”
People with autism may experience some form of sensory sensitivity. This can occur in one or more of the five senses – sight, sound, smell, touch and taste. A person’s senses are either intensified (hypersensitive) or under-sensitive (hypo-sensitive).
For example, a person with autism may find certain background sounds, which other people ignore or block out, unbearably loud or distracting. This can cause anxiety or even physical pain. People who are hypo-sensitive may not feel pain or extremes of temperature. Some may rock, spin or flap their hands to stimulate sensation, to help with balance and posture or to deal with stress. People with sensory sensitivity may also find it harder to use their body awareness system. This system tells us where our bodies are, so for those with reduced body awareness, it can be harder to navigate rooms avoiding obstructions, stand at an appropriate distance from other people and carry out ‘fine motor’ tasks such as tying shoelaces.
Special Interests
“My art activity has enabled me to become a part of society. When there is something that a person with autism does well, it should be encouraged and cultivated.” Many people with autism have intense special interests, often from a fairly young age. These can change over time or be lifelong and can be anything from art or music, to trains or computers. Some people with autism may eventually be able to work or study in related areas. For others, it will remain a hobby.
A special interest may sometimes be unusual. One person with autism loved collecting rubbish, for example; with encouragement, this was channelled into an interest in recycling and the environment.
Learning Disabilities
“I have a helper who sits with me and if I’m stuck on a word she helps me. It makes a big difference.”
People with autism may have learning disabilities, which can affect all aspects of someone’s life, from studying in school, to learning how to wash themselves or make a meal. As with autism, people can have different ‘degrees’ of learning disability, so some will be able to live fairly independently – although they may need a degree of support to achieve this – while others may require lifelong, specialist support. However, all people with autism can, and do, learn and develop with the right sort of support.
Other conditions are sometimes associated with autism. These may include attention deficit hyperactivitydisorder (ADHD), or learning difficulties such as dyslexia and dyspraxia.
Who is Affected by Autism?
Autism is much more common than most people think. There are over half a million people in the UK with autism – that’s around 1 in 100 people. People from all nationalities and cultural, religious and social backgrounds can have autism, although it appears to affect more men than women. It is a lifelong condition: children with autism grow up to become adults with autism.
What Causes Autism?
The exact cause of autism is still being investigated. However, research suggests that a combination of factors – genetic and environmental – may account for changes in brain development. Autism is not caused by a person’s upbringing, their social circumstances and is not the fault of the individual with the condition.
Is There a Cure?
At present, there is no ‘cure’ for autism. However, there is a range of interventions – methods of enabling learning and development – which people may find to be helpful. Many of these are detailed on the website: www.autism.org.uk/approaches
What is a Diagnosis?
A diagnosis is the formal identification of autism, usually by a health professional such as a paediatrician or a psychiatrist. Having a diagnosis is helpful for two reasons:
it helps people with autism (and their families) to understand why they may experience certain difficulties and what they can do about them
it allows people to access services and support
People’s GPs can refer them to a specialist who is able to make a diagnosis. Many people are diagnosed as children; their parents and carers can ask GPs for a referral. Some professionals may refer to autism by a different name, such as autism or autistic spectrum disorder (ASD), classic autism or kanner autism, pervasive developmental disorder (PDD) or high-functioning autism (HFA).
Where do I go Next?
The National Autistic Society helpline 0845 070 4004 offers confidential information and advice on autism and related issues. The helpline is open 10am to 4pm, Monday to Friday. You can also email them at: autismhelpline@nas.org.uk
This factsheet has been produced as a result of motion 8 from the CWU Disability Conference 2008 being passed. Our thanks goes to the moving branch, North West London. This information has been sourced from the National Autistic Society.
Over 2 million people in England are living with diabetes. Many more have the condition but don’t know it. Type 1 and type 2 are the most common forms. The causes of both types are different but both result in too much glucose (sugar) in the blood.
Type 1 diabetes
Type 1 diabetes is caused by the body’s failure to produce insulin. Insulin is a hormone released by the pancreas to help control levels of sugar in the blood. It’s sometimes called juvenile diabetes or early on-set diabetes because it usually appears before the age of 40.
Type 2 diabetes
Type 2 diabetes is caused by the body not producing enough insulin or not using what is produced effectively. It’s the most common form and accounts for around 90% of all diabetes.
Diabetes can increase the risk of developing other conditions, such as heart disease. It can be managed effectively and many people with diabetes lead a healthy, active life.
Diabetes can also occur in pregnancy. This is known as gestational diabetes. Some pregnant women have high levels of glucose in their blood because their bodies do not produce enough insulin to meet the extra demands of pregnancy. It affects less than one in 20 pregnant women and usually disappears after birth. Although women with gestational diabetes are more at risk of developing type 2 later in life.
The symptoms of type 1 and type 2 diabetes are similar. However, type 1 diabetes usually develops suddenly over weeks or even days. Many people have type 2 diabetes for years without knowing it because early symptoms can be vague and may not seem important at the time.
It’s important to seek medical advice if you think you might have signs of diabetes. Early diagnosis reduces your risk of developing complications.
Symptoms of diabetes can include:
These symptoms may be due to other conditions, so it’s important you seek medical advice and diagnosis.
As extra fluids build up in your blood, the kidney processes it and moves it to the bladder, which makes you want to go to the toilet more than usual. Urinating more means you also feel thirsty more often. Frequent urination and excessive thirst are early symptoms of diabetes.
As glucose cannot enter your cells, they do not get the energy they need to make them work. This makes you feel tired and run down. Sometimes diabetes symptoms are flu like and you may also notice weakness and loss of appetite. As your muscles and organs lack the energy they need, this can trigger feelings of intense hunger. Even if you’re eating more than usual, your muscle tissues may shrink and you may lose weight.
feeling thirsty all the time
frequent urination
tiredness
weight loss
muscle wasting
frequent infections or slow-healing sores
itchiness around the vagina or penis
regular episodes of thrush
blurred vision
High levels of glucose in the bloodstream draw fluid from tissues, including the lenses of your eyes. Consequently, vision may become blurred. In the long-term, untreated diabetes damages the retina of the eye and can lead to blindness. High levels of blood glucose can affect the immune system (your body’s self-defence mechanism against germs). This may interfere with your ability to fight infections. Bladder and vaginal infections such as thrush can be particular problems for women, as less glucose creates an ideal breeding ground for thrush.
Complications
If diabetes isn’t treated it can lead to a number of health problems, including heart disease and eye damage. Large amounts of glucose in the blood can damage blood vessels, nerves and organs and even a mildly raised glucose level may cause damaging effects over time. Good management of diabetes, together with regular exercise and good eating habits, can help reduce your risk of developing complications.
Heart disease and stroke
If you have diabetes, you’re up to three times more likely to develop heart disease or stroke compared to people without diabetes. Prolonged, poorly controlled blood glucose levels increase the likelihood of atherosclerosis (furring up and narrowing of the blood vessels). This may result in a poor blood supply to the heart, causing angina. It also increases the chance that a blood vessel in the heart or brain will become completely blocked, causing a heart attack or stroke.
Retinopathy
Blood vessels in the retina of the eye can become blocked, leaky or grow strangely which, in the long-term, can damage vision. Smoking increases the risk of diabetes-induced sight loss. Regular eye checks are essential to pick up on potential sight problems early.
Foot problems
Damage to the nerves in the foot can mean that nicks or cuts go unnoticed and may develop into a foot ulcer. About one in 10 people with diabetes get foot ulcers, which can cause serious infection. Warning signs include sores and cuts that do not heal, puffiness or swelling and skin that feels hot to touch. In some cases people have had to have amputation.
Kidney damage
The small blood vessels of the kidney become blocked and leaky, making the kidneys work less efficiently.
Impotence in men
Damage to the nerves and blood vessels can lead to erection problems. This may be treated with medication. It’s more common in men that smoke.
If you think you’re at risk of diabetes or if you’re experiencing symptoms, it’s important to talk to your GP.
Diabetes is a life-long condition, but you can control it by making changes to your lifestyle.
Type 1 diabetes
Type 1 diabetes is caused by the body’s failure to produce insulin. Insulin is a hormone released by the pancreas to help control levels of sugar in the blood. It’s sometimes called juvenile diabetes or early on-set diabetes because it usually appears before the age of 40.
Type 2 diabetes
Type 2 diabetes is caused by the body not producing enough insulin or not using what is produced effectively. It’s the most common form and accounts for around 90% of all diabetes.
Diabetes can increase the risk of developing other conditions, such as heart disease. It can be managed effectively and many people with diabetes lead a healthy, active life.
Diabetes can also occur in pregnancy. This is known as gestational diabetes. Some pregnant women have high levels of glucose in their blood because their bodies do not produce enough insulin to meet the extra demands of pregnancy. It affects less than one in 20 pregnant women and usually disappears after birth. Although women with gestational diabetes are more at risk of developing type 2 later in life.
The symptoms of type 1 and type 2 diabetes are similar. However, type 1 diabetes usually develops suddenly over weeks or even days. Many people have type 2 diabetes for years without knowing it because early symptoms can be vague and may not seem important at the time.
It’s important to seek medical advice if you think you might have signs of diabetes. Early diagnosis reduces your risk of developing complications.
Symptoms of diabetes can include:
These symptoms may be due to other conditions, so it’s important you seek medical advice and diagnosis.
As extra fluids build up in your blood, the kidney processes it and moves it to the bladder, which makes you want to go to the toilet more than usual. Urinating more means you also feel thirsty more often. Frequent urination and excessive thirst are early symptoms of diabetes.
As glucose cannot enter your cells, they do not get the energy they need to make them work. This makes you feel tired and run down. Sometimes diabetes symptoms are flu like and you may also notice weakness and loss of appetite. As your muscles and organs lack the energy they need, this can trigger feelings of intense hunger. Even if you’re eating more than usual, your muscle tissues may shrink and you may lose weight.
feeling thirsty all the time
frequent urination
tiredness
weight loss
muscle wasting
frequent infections or slow-healing sores
itchiness around the vagina or penis
regular episodes of thrush
blurred vision
High levels of glucose in the bloodstream draw fluid from tissues, including the lenses of your eyes. Consequently, vision may become blurred. In the long-term, untreated diabetes damages the retina of the eye and can lead to blindness. High levels of blood glucose can affect the immune system (your body’s self-defence mechanism against germs). This may interfere with your ability to fight infections. Bladder and vaginal infections such as thrush can be particular problems for women, as less glucose creates an ideal breeding ground for thrush.
Complications
If diabetes isn’t treated it can lead to a number of health problems, including heart disease and eye damage. Large amounts of glucose in the blood can damage blood vessels, nerves and organs and even a mildly raised glucose level may cause damaging effects over time. Good management of diabetes, together with regular exercise and good eating habits, can help reduce your risk of developing complications.
Heart disease and stroke
If you have diabetes, you’re up to three times more likely to develop heart disease or stroke compared to people without diabetes. Prolonged, poorly controlled blood glucose levels increase the likelihood of atherosclerosis (furring up and narrowing of the blood vessels). This may result in a poor blood supply to the heart, causing angina. It also increases the chance that a blood vessel in the heart or brain will become completely blocked, causing a heart attack or stroke.
Retinopathy
Blood vessels in the retina of the eye can become blocked, leaky or grow strangely which, in the long-term, can damage vision. Smoking increases the risk of diabetes-induced sight loss. Regular eye checks are essential to pick up on potential sight problems early.
Foot problems
Damage to the nerves in the foot can mean that nicks or cuts go unnoticed and may develop into a foot ulcer. About one in 10 people with diabetes get foot ulcers, which can cause serious infection. Warning signs include sores and cuts that do not heal, puffiness or swelling and skin that feels hot to touch. In some cases people have had to have amputation.
Kidney damage
The small blood vessels of the kidney become blocked and leaky, making the kidneys work less efficiently.
Impotence in men
Damage to the nerves and blood vessels can lead to erection problems. This may be treated with medication. It’s more common in men that smoke.
If you think you’re at risk of diabetes or if you’re experiencing symptoms, it’s important to talk to your GP.
Diabetes is a life-long condition, but you can control it by making changes to your lifestyle.
Motor Neurone Disease (MND) is a fatal, rapidly progressive disease of the brain and central nervous system. It can leave people locked into a failing body, unable to move, walk and talk. Although there is no cure for motor neurone disease, treatment can help to ease symptoms and disability.
UNDERSTANDING NERVES
Nerves (neurones) are like wires that carry tiny impulses (messages) between the brain, spinal cord and the rest of the body. Motor nerves carry messages from the brain and spinal cord to muscles and make muscles contract. Sensory nerves carry messages of touch, temperature, sound, smell and taste from various parts of the body to the brain.
THE FACTS
Around 7 in every 100,000 have the condition in the UK
Over 5,000 people affected in the UK today
It usually starts in middle age
Men are about twice as likely as women to be affected
MND kills 3 people every day. More than the number dying of AIDS
There is no treatment or cure
1,200 newly diagnosed every year
There are various ‘sub-types’ of MND. In each type, symptoms tend to start in different ways. However, as the disease progresses, the symptoms of each type of MND tend to overlap. This means that symptoms in the later stages of each type of MND become similar.
There are various types of Motor Neurone Disease.
THE MAIN TYPES OF MND ARE:
Amyotrophic Lateral Sclerosis (ALS). This is the most common form and is characterised by weakness and wasting in the limbs. Someone may notice they are tripping when walking or dropping things.
Progressive Bulbar Palsy (PBP). About 2 in 10 people with MND have this type. The muscles first affected are those used for talking, chewing and swallowing (the bulbar muscles).
Progressive Muscular Atrophy (PMA). This is an uncommon form of MND. Early symptoms may be noticed as weakness of the arms or clumsiness of the hands. It normally affects the lower motor neurones (nerves) that control muscles in the body. The muscles become steadily weaker and smaller and this results in progressive muscle weakness, causing shrinkage in muscle bulk and weight loss.
Primary lateral sclerosis (PLS). This is a rare type of MND. It mainly causes weakness in the lower limbs. Some people with this type may also develop clumsiness in the hands or develop speech problems.
FAMOUS PEOPLE WHO LOST THEIR LIVES THROUGH MOTOR NEURONE DISEASE:
David Niven – Actor
Willie Maddren – Boro & England Footballer
Don Revie – Leeds & England Manager
Willie Johnstone – Celtic & Scotland Footballer
The Exception is:
Stephen Hawking – Developed Amyotrophic Lateral Sclerosis in 1962 – 47 years with MND
UNDERSTANDING NERVES
Nerves (neurones) are like wires that carry tiny impulses (messages) between the brain, spinal cord and the rest of the body. Motor nerves carry messages from the brain and spinal cord to muscles and make muscles contract. Sensory nerves carry messages of touch, temperature, sound, smell and taste from various parts of the body to the brain.
THE FACTS
Around 7 in every 100,000 have the condition in the UK
Over 5,000 people affected in the UK today
It usually starts in middle age
Men are about twice as likely as women to be affected
MND kills 3 people every day. More than the number dying of AIDS
There is no treatment or cure
1,200 newly diagnosed every year
There are various ‘sub-types’ of MND. In each type, symptoms tend to start in different ways. However, as the disease progresses, the symptoms of each type of MND tend to overlap. This means that symptoms in the later stages of each type of MND become similar.
There are various types of Motor Neurone Disease.
THE MAIN TYPES OF MND ARE:
Amyotrophic Lateral Sclerosis (ALS). This is the most common form and is characterised by weakness and wasting in the limbs. Someone may notice they are tripping when walking or dropping things.
Progressive Bulbar Palsy (PBP). About 2 in 10 people with MND have this type. The muscles first affected are those used for talking, chewing and swallowing (the bulbar muscles).
Progressive Muscular Atrophy (PMA). This is an uncommon form of MND. Early symptoms may be noticed as weakness of the arms or clumsiness of the hands. It normally affects the lower motor neurones (nerves) that control muscles in the body. The muscles become steadily weaker and smaller and this results in progressive muscle weakness, causing shrinkage in muscle bulk and weight loss.
Primary lateral sclerosis (PLS). This is a rare type of MND. It mainly causes weakness in the lower limbs. Some people with this type may also develop clumsiness in the hands or develop speech problems.
FAMOUS PEOPLE WHO LOST THEIR LIVES THROUGH MOTOR NEURONE DISEASE:
David Niven – Actor
Willie Maddren – Boro & England Footballer
Don Revie – Leeds & England Manager
Willie Johnstone – Celtic & Scotland Footballer
The Exception is:
Stephen Hawking – Developed Amyotrophic Lateral Sclerosis in 1962 – 47 years with MND
Many people experience mental health problems at some time in their lives. People with mental health problems may be reluctant to disclose their impairment because they fear that it would impact negatively on their chances of getting a job and perhaps of keeping a job once employed.
People with mental health problems may or may not be covered by the DDA. This will depend on the severity of their problems and how it affects their lives.
The Royal College of Psychiatrists report that at some point in their life about one in five women and one in ten men will suffer from depression. One in twenty adults are experiencing a serious major depression at any given time.
A Labour Force Survey:
Statistics from September to December 2006:
Only 25.8% of people with depression, bad nerves or anxiety who are of working age are actually in work.
Only 13.5% of people with mental illness, phobias, panics or other nervous disorders who are of working age actually work.
People with mental health problems have the lowest employment rate of all disabled people of working age at only 21%.
According to the Chartered Institute of Personnel and Development’s quarterly labour market outlook survey report of autumn 2007 61% of employers, who are hired staff with a history of mental ill-health, rated their experience as positive. While only 15% reported a negative experience.
According to a Unumprovident survey published in March 2007:
The sectors that registered the highest level of mental health related illness were public administration, education and health while the lowest level was found in construction.
Ten million working days were lost due to stress, depression and anxiety in 2006/07.
A good working life is a positive thing. It offers people a way to feel valued to reach their full potential and also to maintain or develop valuable social networks. This is also true for people with mental health problems. With the correct help and support, together with adjustments, they can also enjoy the benefits of
work along with other people.
THE EMPLOYER’S DUTY OF CARE
“Anyone who feels they are suffering from mental health issues should not be put off from approaching their employer. Your employer owes you a duty of care and cannot normally be held accountable unless you make them aware of any problems you are having. Duty of care means that they are responsible for ensuring that you are cared for at work and do not have to work in unsafe or unhealthy conditions. This can include protection against bullying or stress. An implied duty of care exists in all contracts of
employment”.
MENTAL HEALTH PROBLEMS STRESS
When a person feels they don’t have the resources to cope with the demands of life placed on them. Symptoms may be emotional i.e. irritability, tearfulness and physical aches and pains, high blood pressure etc. The person can find it difficult to make decisions, concentrate, perform tasks or may be unable to cope with attending work.
DEPRESSION
Comes in forms from mild to severe. Symptoms can take the form of low moods plus lack of energy. Motivation may also be affected and some may have thoughts of life not being worth living, in some cases this can lead to suicidal behaviour.
ANXIETY
This can become a problem as feelings of fear and tension prevent people carrying out every day life. Extreme cases can suffer panic attacks or phobias or Obsessive Compulsive Disorder (OCD) anxiety where people have recurrent intrusive thoughts. They may feel forced to act on fears of contamination leading to repetitive hand washing.
BIPOLAR DISORDER/MANIC DEPRESSIVE ILLNESS
Where a person may swing between extreme low moods and depressive symptoms to being high or elated. During a manic episode they may have high energy levels, grand or unrealistic ideas; they may also become reckless, taking risks overspending.
SELF HARM AND SUCIDE
A person may hurt themselves deliberately to deal with a problem or emotions. Methods may include self neglect, cutting, burning or overdosing. Suicidal behaviour may occur when a person feels they have no other options, it may be a cry for help a mistake or a deliberate act. In general many people with mental health problems will have conditions that fluctuate.
It may be that they can go for long periods without having any particular difficulties. Each person will experience mental health problems differently even if its the same condition in name.
People will employ different techniques to help them manage the mental health problem. This may include use of medical services, secondary mental health support services, counsellors plus getting help from their family, friends and colleagues. It means that many more people with mental health problems can retain or obtain employment successfully. Provided employers are positive about developing the inclusive work culture to focus on supportive solutions, thus improving the work environment for everyone.
Stress is the adverse reaction people have to excessive pressures or other types of demand placed on them.
There is a clear distinction between pressure, which can create a ‘buzz’ and be a motivating factor and stress, which can occur when this pressure becomes excessive. A certain amount of stress is a good thing it could lead to:
An increased zest for life
Motivation to keep going
Creativity
Removal of boredom
Less frustration
Effective performance
What can cause stress?
Doing boring or repetitive work
Having too much to do in too little time
Not enough training for your role
Poor environment
Demanding or unreasonable targets
Poor relationships with other employees, managers
Bullying, racial or sexual harassment
Lack of respect from others
Inflexible work schedules
Taking work home
Unsocial hours
Unable to ‘switch off’
Management Attitudes: Lack of control over activities, Poor communication, Negative culture
Lack of support for individuals to develop skills and knowledge
Things to look out for:
Short Temper
Fatigue
Finding it hard to concentrate
WHAT IS STRESS?
Sleeping badly
Unable to cope
Feeling stretched beyond your limits
Drinking & smoking more
Feeling that you’ve achieved nothing at the end of the day
If prolonged, stress can lead to:
Poor mental health
Heart disease
High blood pressure
Menstrual problems
Asthma attacks
Irritable bowel syndrome
Suppressed immune system
Erectile dysfunction
Alcohol / Drug abuse
Domestic violence
Everyone is vulnerable to becoming stressed through work but there are ways of dealing with it before it gets more serious.
Manage your time
Be more assertive
Keep a ‘Stress Diary’
Positive thinking
Is it possible to alter your role to reduce stress?
Try to channel your energy into solving the problem, rather than just worrying about it.
Don’t take too much on – just say NO!
Try to alternate boring tasks with interesting ones during the day.
Don’t take work home
Eat healthily (avoid fried breakfasts for example!)
Stop smoking
Watch your alcohol consumption – alcohol acts as a depressant.
Tea, coffee and soft drinks (eg cola) can make you more anxious.
People with mental health problems may or may not be covered by the DDA. This will depend on the severity of their problems and how it affects their lives.
The Royal College of Psychiatrists report that at some point in their life about one in five women and one in ten men will suffer from depression. One in twenty adults are experiencing a serious major depression at any given time.
A Labour Force Survey:
Statistics from September to December 2006:
Only 25.8% of people with depression, bad nerves or anxiety who are of working age are actually in work.
Only 13.5% of people with mental illness, phobias, panics or other nervous disorders who are of working age actually work.
People with mental health problems have the lowest employment rate of all disabled people of working age at only 21%.
According to the Chartered Institute of Personnel and Development’s quarterly labour market outlook survey report of autumn 2007 61% of employers, who are hired staff with a history of mental ill-health, rated their experience as positive. While only 15% reported a negative experience.
According to a Unumprovident survey published in March 2007:
The sectors that registered the highest level of mental health related illness were public administration, education and health while the lowest level was found in construction.
Ten million working days were lost due to stress, depression and anxiety in 2006/07.
A good working life is a positive thing. It offers people a way to feel valued to reach their full potential and also to maintain or develop valuable social networks. This is also true for people with mental health problems. With the correct help and support, together with adjustments, they can also enjoy the benefits of
work along with other people.
THE EMPLOYER’S DUTY OF CARE
“Anyone who feels they are suffering from mental health issues should not be put off from approaching their employer. Your employer owes you a duty of care and cannot normally be held accountable unless you make them aware of any problems you are having. Duty of care means that they are responsible for ensuring that you are cared for at work and do not have to work in unsafe or unhealthy conditions. This can include protection against bullying or stress. An implied duty of care exists in all contracts of
employment”.
MENTAL HEALTH PROBLEMS STRESS
When a person feels they don’t have the resources to cope with the demands of life placed on them. Symptoms may be emotional i.e. irritability, tearfulness and physical aches and pains, high blood pressure etc. The person can find it difficult to make decisions, concentrate, perform tasks or may be unable to cope with attending work.
DEPRESSION
Comes in forms from mild to severe. Symptoms can take the form of low moods plus lack of energy. Motivation may also be affected and some may have thoughts of life not being worth living, in some cases this can lead to suicidal behaviour.
ANXIETY
This can become a problem as feelings of fear and tension prevent people carrying out every day life. Extreme cases can suffer panic attacks or phobias or Obsessive Compulsive Disorder (OCD) anxiety where people have recurrent intrusive thoughts. They may feel forced to act on fears of contamination leading to repetitive hand washing.
BIPOLAR DISORDER/MANIC DEPRESSIVE ILLNESS
Where a person may swing between extreme low moods and depressive symptoms to being high or elated. During a manic episode they may have high energy levels, grand or unrealistic ideas; they may also become reckless, taking risks overspending.
SELF HARM AND SUCIDE
A person may hurt themselves deliberately to deal with a problem or emotions. Methods may include self neglect, cutting, burning or overdosing. Suicidal behaviour may occur when a person feels they have no other options, it may be a cry for help a mistake or a deliberate act. In general many people with mental health problems will have conditions that fluctuate.
It may be that they can go for long periods without having any particular difficulties. Each person will experience mental health problems differently even if its the same condition in name.
People will employ different techniques to help them manage the mental health problem. This may include use of medical services, secondary mental health support services, counsellors plus getting help from their family, friends and colleagues. It means that many more people with mental health problems can retain or obtain employment successfully. Provided employers are positive about developing the inclusive work culture to focus on supportive solutions, thus improving the work environment for everyone.
Stress is the adverse reaction people have to excessive pressures or other types of demand placed on them.
There is a clear distinction between pressure, which can create a ‘buzz’ and be a motivating factor and stress, which can occur when this pressure becomes excessive. A certain amount of stress is a good thing it could lead to:
An increased zest for life
Motivation to keep going
Creativity
Removal of boredom
Less frustration
Effective performance
What can cause stress?
Doing boring or repetitive work
Having too much to do in too little time
Not enough training for your role
Poor environment
Demanding or unreasonable targets
Poor relationships with other employees, managers
Bullying, racial or sexual harassment
Lack of respect from others
Inflexible work schedules
Taking work home
Unsocial hours
Unable to ‘switch off’
Management Attitudes: Lack of control over activities, Poor communication, Negative culture
Lack of support for individuals to develop skills and knowledge
Things to look out for:
Short Temper
Fatigue
Finding it hard to concentrate
WHAT IS STRESS?
Sleeping badly
Unable to cope
Feeling stretched beyond your limits
Drinking & smoking more
Feeling that you’ve achieved nothing at the end of the day
If prolonged, stress can lead to:
Poor mental health
Heart disease
High blood pressure
Menstrual problems
Asthma attacks
Irritable bowel syndrome
Suppressed immune system
Erectile dysfunction
Alcohol / Drug abuse
Domestic violence
Everyone is vulnerable to becoming stressed through work but there are ways of dealing with it before it gets more serious.
Manage your time
Be more assertive
Keep a ‘Stress Diary’
Positive thinking
Is it possible to alter your role to reduce stress?
Try to channel your energy into solving the problem, rather than just worrying about it.
Don’t take too much on – just say NO!
Try to alternate boring tasks with interesting ones during the day.
Don’t take work home
Eat healthily (avoid fried breakfasts for example!)
Stop smoking
Watch your alcohol consumption – alcohol acts as a depressant.
Tea, coffee and soft drinks (eg cola) can make you more anxious.
MALE MENOPAUSE, DYSLEXIA, IVF TREATMENT & BINGE DRINKING
The ability of an employer to now treat a disabled worker more favourably than a non-disabled worker will see many more disabled workers protected in the workplace.
Women may not be the only ones who suffer the effects of changing hormones. Some Doctors are noticing their male patients are reporting some of the same symptoms that women experience in menopause.
The medical community is currently debating whether or not men really do go through a well defined menopause. Doctors have reported that male patients receiving hormone replacement therapy (testosterone) have relieved some of the symptoms associated with the so called male menopause.
WHAT IS MALE MENOPAUSE?
Since men do not go through a well-defined period referred to as a menopause, some physicians refer to this problem as androgen (testosterone) decline in the ageing male. Men do experience a decline in the production of the male hormone, testosterone with ageing, but this also occurs with some disease states such as diabetes. Along with the decline in testosterone, some men experience symptoms such as fatigue, weakness and depression and sexual problems. The relationship of these symptoms to the decreased testosterone levels is still controversial.
Unlike menopause in women which represents a well-defined period in which hormone production stops completely, male hormone (testosterone) decline is a slower process. The tests, unlike the ovary, does not run out of the substance it needs to make testosterone. A healthy male may be able to make sperm well into the eighties or longer.
HOW MALE MENOPAUSE IS DIAGNOSED?
To make the diagnosis, the doctor will perform a physical exam and ask about symptoms. He or she may carry out other diagnostic tests to rule out any medical problems that may be contributing to the condition. The doctor will then order a series of blood tests which may include several hormonal levels, including a blood testosterone level.
CAN MALE MENOPAUSE BE TREATED?
If testosterone levels are low, testosterone replacement therapy may help relieve such symptoms as loss of interest in sex (decreased libido), depression and fatigue. But as with hormone replacement therapy in women, testosterone replacement therapy does have some potential risks and side effects. Replacing testosterone may worsen prostrate cancer for example: If you or a loved one is considering androgen replacement therapy, talk to a doctor to learn more. Your doctor may also recommend certain lifestyle changes, such as a new diet or exercise program, or other medications such as antidepressants to help some of the symptoms of male menopause.
The medical community is currently debating whether or not men really do go through a well defined menopause. Doctors have reported that male patients receiving hormone replacement therapy (testosterone) have relieved some of the symptoms associated with the so called male menopause.
WHAT IS MALE MENOPAUSE?
Since men do not go through a well-defined period referred to as a menopause, some physicians refer to this problem as androgen (testosterone) decline in the ageing male. Men do experience a decline in the production of the male hormone, testosterone with ageing, but this also occurs with some disease states such as diabetes. Along with the decline in testosterone, some men experience symptoms such as fatigue, weakness and depression and sexual problems. The relationship of these symptoms to the decreased testosterone levels is still controversial.
Unlike menopause in women which represents a well-defined period in which hormone production stops completely, male hormone (testosterone) decline is a slower process. The tests, unlike the ovary, does not run out of the substance it needs to make testosterone. A healthy male may be able to make sperm well into the eighties or longer.
HOW MALE MENOPAUSE IS DIAGNOSED?
To make the diagnosis, the doctor will perform a physical exam and ask about symptoms. He or she may carry out other diagnostic tests to rule out any medical problems that may be contributing to the condition. The doctor will then order a series of blood tests which may include several hormonal levels, including a blood testosterone level.
CAN MALE MENOPAUSE BE TREATED?
If testosterone levels are low, testosterone replacement therapy may help relieve such symptoms as loss of interest in sex (decreased libido), depression and fatigue. But as with hormone replacement therapy in women, testosterone replacement therapy does have some potential risks and side effects. Replacing testosterone may worsen prostrate cancer for example: If you or a loved one is considering androgen replacement therapy, talk to a doctor to learn more. Your doctor may also recommend certain lifestyle changes, such as a new diet or exercise program, or other medications such as antidepressants to help some of the symptoms of male menopause.
Dyslexia is an underlying inefficiency with processing language and information. Commonly, there are difficulties with short-term memory, organisation and literacy skills. There may be difficulties with the organisation and co-ordination of physical movement.
The term ‘dyslexic’ is generally used to describe people whose poor literacy skills present a marked contrast to their general ability to learn and to reason. However, most people with dyslexia find that their difficulties are not confined to dealing with written English; they may also have weaknesses in, for example, memory, sequencing ability, visual orientation, hand-eye co-ordination and organisational skills. These weaknesses affect efficiency at work in a number of ways, as detailed in the examples below:
LITERACY SKILLS
A dyslexic person may find it hard to follow written instructions, to read quickly and efficiently, and to write memos, letters and reports in clear accurate English.
MEMORY
Dyslexic people may have difficulty in correctly remembering telephone numbers, messages and instructions; they may find it hard to take notes or recall what was said at meetings.
SEQUENCING ABILITY
Poor sequencing ability makes it hard for a dyslexic person to file documents in the correct sequence, to write down numbers correctly, to approach tasks in an orderly and logical way.
VISUAL ORIENTATION
Dyslexic people may easily get lost in strange surroundings, or lose their bearings even in familiar places. They may have difficulty in dealing with complex visual arrays, such as maps, charts or tables of figures.
HAND-EYE CO-ORDINATION
Poor hand-eye co-ordination (sometimes termed ‘dyspraxia’) can result in slow and untidy handwriting, poor presentation of written work or figures, and inaccurate keying on a word processor, calculator or telephone.
SPEECH
Some dyslexic people struggle to find the right words and to express their ideas clearly, especially if put ‘on the spot’. Others are able to find words easily, but may talk in an over-elaborate and disorganised way, especially in meetings or on the telephone.
ORGANISATIONAL SKILLS
Dyslexic employees may be poorly organised: they may miss appointments, get the times and places of meetings wrong, fail to meet deadlines, and generally live and work in a muddled or disorganised way.
EMOTIONAL REACTIONS
Dyslexic people have to deal not only with their own frustration about their various inefficiencies but also with other people’s lack of understanding of their difficulties. As a result they can often feel a mixture of unpleasant emotions – despair, anger, embarrassment, anxiety, lack of confidence – and, as a result, may sometimes behave in an aloof, defensive or aggressive way.
HELP FOR DYSLEXIC DIFFICULTIES
There is no reason why dyslexic (or dyspraxic) employees should not improve their efficiency in all the areas described above. What is required is a detailed assessment of the difficulties and a comprehensive training and management programme. This should typically include advice on IT support, and help with literacy skills, work-related reading and writing, memory and comprehension, visuo-spatial skills, sequencing, work organisation, efficient work methods for specific tasks, oral interaction and dealing with emotions.
POSITIVE ASPECTS OF DYSLEXIC DIFFICULTIES
Dyslexic people who try to succeed in their work despite their difficulties know the meaning of hard work, long hours, and determination. They may also be very resourceful in finding ways of dealing with workplace tasks. Many excel, for instance, in lateral thinking: they are creative and innovative, and are aware of links and associations that may escape the more linear thinker; they often have good powers of visualisation, excellent spatial and practical skills, and an untaught intuitive understanding of how systems work.
The term ‘dyslexic’ is generally used to describe people whose poor literacy skills present a marked contrast to their general ability to learn and to reason. However, most people with dyslexia find that their difficulties are not confined to dealing with written English; they may also have weaknesses in, for example, memory, sequencing ability, visual orientation, hand-eye co-ordination and organisational skills. These weaknesses affect efficiency at work in a number of ways, as detailed in the examples below:
LITERACY SKILLS
A dyslexic person may find it hard to follow written instructions, to read quickly and efficiently, and to write memos, letters and reports in clear accurate English.
MEMORY
Dyslexic people may have difficulty in correctly remembering telephone numbers, messages and instructions; they may find it hard to take notes or recall what was said at meetings.
SEQUENCING ABILITY
Poor sequencing ability makes it hard for a dyslexic person to file documents in the correct sequence, to write down numbers correctly, to approach tasks in an orderly and logical way.
VISUAL ORIENTATION
Dyslexic people may easily get lost in strange surroundings, or lose their bearings even in familiar places. They may have difficulty in dealing with complex visual arrays, such as maps, charts or tables of figures.
HAND-EYE CO-ORDINATION
Poor hand-eye co-ordination (sometimes termed ‘dyspraxia’) can result in slow and untidy handwriting, poor presentation of written work or figures, and inaccurate keying on a word processor, calculator or telephone.
SPEECH
Some dyslexic people struggle to find the right words and to express their ideas clearly, especially if put ‘on the spot’. Others are able to find words easily, but may talk in an over-elaborate and disorganised way, especially in meetings or on the telephone.
ORGANISATIONAL SKILLS
Dyslexic employees may be poorly organised: they may miss appointments, get the times and places of meetings wrong, fail to meet deadlines, and generally live and work in a muddled or disorganised way.
EMOTIONAL REACTIONS
Dyslexic people have to deal not only with their own frustration about their various inefficiencies but also with other people’s lack of understanding of their difficulties. As a result they can often feel a mixture of unpleasant emotions – despair, anger, embarrassment, anxiety, lack of confidence – and, as a result, may sometimes behave in an aloof, defensive or aggressive way.
HELP FOR DYSLEXIC DIFFICULTIES
There is no reason why dyslexic (or dyspraxic) employees should not improve their efficiency in all the areas described above. What is required is a detailed assessment of the difficulties and a comprehensive training and management programme. This should typically include advice on IT support, and help with literacy skills, work-related reading and writing, memory and comprehension, visuo-spatial skills, sequencing, work organisation, efficient work methods for specific tasks, oral interaction and dealing with emotions.
POSITIVE ASPECTS OF DYSLEXIC DIFFICULTIES
Dyslexic people who try to succeed in their work despite their difficulties know the meaning of hard work, long hours, and determination. They may also be very resourceful in finding ways of dealing with workplace tasks. Many excel, for instance, in lateral thinking: they are creative and innovative, and are aware of links and associations that may escape the more linear thinker; they often have good powers of visualisation, excellent spatial and practical skills, and an untaught intuitive understanding of how systems work.
There is still some stigma attached to infertility and many couples worry about colleagues finding out that they are having difficulty conceiving. The emotional impact of infertility cannot be under-estimated and going through tests and treatment is often a deeply traumatic process. People undergoing fertility treatment can suffer from depression and feelings of isolation.
INFERTILITY
Infertility is a medical condition that affects one in seven couples in the UK; around three and a half million people. Infertility has a wide range of causes and there are different treatments, ranging from drug therapy to assisted conception. Men as well as women are affected by infertility but women are likely to need greater and more prolonged treatment.
There are a number of different types of assisted conception; one of the best known is IVF. During this type of treatment women patients have to attend a clinic on a regular basis over a period of weeks.
This issue is very personal and you may worry your confidentiality will be breached or that you will be penalised for taking time off or that your career prospects may be affected.
Appointments can sometimes be fitted around work but some aspects of the treatment may involve a general anaesthetic or sedation when it will not be possible to work. Individuals may also react in different ways to the treatment.
Your Rights
There is no automatic right to time off for fertility treatment but time off for medical appointments related to fertility should be treated in the same way as any other medical appointment under your employer’s policy.
If your employer refuses time off for such treatment you may be able to bring an employment tribunal claim for indirect sex discrimination.
Women who have had fertilised eggs implanted in their womb as part of IVF treatment will be regarded legally as being pregnant from the date of the implant and are protected from adverse treatment or dismissal under pregnancy legislation.
Keep your employer informed about ongoing treatment for infertility and the reasons for absence.
INFERTILITY
Infertility is a medical condition that affects one in seven couples in the UK; around three and a half million people. Infertility has a wide range of causes and there are different treatments, ranging from drug therapy to assisted conception. Men as well as women are affected by infertility but women are likely to need greater and more prolonged treatment.
There are a number of different types of assisted conception; one of the best known is IVF. During this type of treatment women patients have to attend a clinic on a regular basis over a period of weeks.
This issue is very personal and you may worry your confidentiality will be breached or that you will be penalised for taking time off or that your career prospects may be affected.
Appointments can sometimes be fitted around work but some aspects of the treatment may involve a general anaesthetic or sedation when it will not be possible to work. Individuals may also react in different ways to the treatment.
Your Rights
There is no automatic right to time off for fertility treatment but time off for medical appointments related to fertility should be treated in the same way as any other medical appointment under your employer’s policy.
If your employer refuses time off for such treatment you may be able to bring an employment tribunal claim for indirect sex discrimination.
Women who have had fertilised eggs implanted in their womb as part of IVF treatment will be regarded legally as being pregnant from the date of the implant and are protected from adverse treatment or dismissal under pregnancy legislation.
Keep your employer informed about ongoing treatment for infertility and the reasons for absence.
The 2010 CWU Women’s Conference saw a motion moved and carried which looked at the issue of binge drinking and the impact it had on women. The Equal Opportunities Department have liaised with the Institute of Alcohol Studies (IAS) and we would like to place on record, our appreciation to their organisation and in particular to Dr. Rachel Seabrook.
IAS have asked us to make the point clear that women are no more prone to binge drinking than men. In fact the problem is more endemic with men. The media have played a huge part in developing a public perception implying that maybe more women than men are prone to binge drinking.
Alcohol poisoning
The acute toxic effects of alcohol are generally related to blood alcohol concentrations. Severe intoxication causes marked muscular inco-ordination; blurred or double vision, sometimes stupor and hypothermia; occasionally hypoglycaemia (low blood sugar concentration); convulsions; depressed reflexes; respiratory depression; hypotension; coma. Death may occur from respiratory or circulatory failure or as the result of aspiration of stomach contents in the absence of a gag reflex.
The severe hypoglycaemia that can accompany alcohol intoxication, and which may result in coma, occurs more commonly in adolescents than in adults. Although adequate statistics are hard to come by, deaths from alcohol poisoning appear to occur most often when relatively inexperienced drinkers consume very large amounts of alcohol in a short time. Blood alcohol levels of > 300-400mg% carry a high risk of death in the naïve drinker. This much can be obtained by drinking 150-200g of alcohol, equal to 6-8 pints of strong lager or 2/3 bottle of vodka.
Brain damage
Alcohol in large doses is neurotoxic and sustained high consumption can destroy brain cells. Studies are continuing into the effects of binge drinking in adolescence, but there is evidence to suggest that adolescent brains are particularly vulnerable to its effects. American studies that compared brain scans and cognitive tests in underage binge drinkers and nondrinkers found that the drinkers had impaired memory and reasoning skills, and their hippocampi – the brain area that handles memory and learning – were about 10% smaller than the non-drinkers. It is not known if these effects are reversible.
Blood pressure
Alcohol consumption at least in excess of 3-4 units per day appears to increase blood pressure. Binge drinking can cause a surge in blood pressure not found in those consuming the same quantity spread over a longer period.
Strokes
Alcohol intoxication and binge drinking increase the risks of acute haemorrhagic and ischemic strokes by up to ten fold. The increased risk of haemorrhagic stroke is mediated by acute increases in blood pressure and spasm of the cerebral arteries. The increased risk of ischaemic stroke is mediated by emboli from the heart that are likely to result from cardiac arrhythmias. Subarachnoid haemorrhage particularly affects the young to middle-aged.
Heart diseases
Alcohol intoxication diminishes myocardial contraction, which can reduce output and increase the risk of acute heart failure. Alcohol intoxication at least doubles the risk of heart arrhythmias, particularly atrial fibrillation, which can lead to heart failure and sudden death. The increased risk of sudden cardiac death occurs in the absence of pre-existing heart disease.
Studies have found that 30-60% of all cases of atrial fibrillation, with other causes excluded, are due to alcohol, particularly in younger men. A quarter of sudden cardiac deaths in young men are due to alcohol intoxication.
Breast cancer
Alcohol is a cause of breast cancer, the increase in risk being directly proportional to the amount consumed. It is feared that the increase in binge drinking among young women will lead to a significant increase in breast cancer in the next half century. One drink a day increases a woman’s risk of getting the disease by 6 per cent; drinking up to 14 units a week increases the risk by 20 per cent. Most at risk are the increasing number of young binge drinkers who have four or more drinks on a night out. Their risk of breast cancer is estimated to increase by 40 per cent. The above is a small flavour of how binge drinking can negatively impact on a woman’s health. More revealing information can be found on the IAS website by going to the relevant fact-sheets.
The social cost of binge-drinking
Binge drinking also has a bearing on social issues and the consequences of binge drinking are demonstrated in further detail below: Patterns and trends relating to accidents, violence and criminal behaviour are always inextricably linked to alcohol consumption.
Alcohol intoxication and accidents
Consumption patterns are reflected in hospital casualty statistics and hospital emergency room data. In emergency rooms, self-reported alcohol consumption within six hours of admission is higher for injured than un-injured attendees. 20-40% of emergency admissions are intoxicated; the night-time rate is higher at 80%. In general population surveys, dose response relationships between the frequency of heavy drinking and non-fatal injuries have been observed.
Violence and crime
The prevalence of offending is substantially higher among binge drinkers than among non-binge drinkers. Young binge drinkers are almost three times more likely to report committing an offence than those who drink but do not normally get drunk, and five times more likely than non-drinkers of the same age. The differences are particularly marked for fights and other violent offences.
Effects on functioning and performance
Hangover resulting from binge drinking has been shown to have adverse effects in regard to a number of aspects of human performance. A single episode of binge drinking has been shown to cause significant impairment of memory during hangover in healthy subjects. Physical performance of healthy subjects and athletes is significantly reduced during Hangover.
Unwanted/unsafe sexual activity
40% of 13-14 year olds reported being drunk or stoned when they experienced first sexual intercourse. After binge drinking, one in seven 16-24 year olds have had unprotected sex, one in five have had sex they later regretted and one-in-ten have been unable to remember if they had sex the night before.
Other drug use
Young binge drinkers are substantially more likely than non-binge drinkers to take illegal drugs. Frequency of drunkeness is associated with taking the most commonly used illegal drugs, particularly amphetamine and cocaine.
The Equal Opportunities Department recognises the growing problem of binge drinking. The problem is evident throughout society, as the above detail very articulately demonstrates.
If you would like more information on binge drinking, its impact on health and social aspects, please go to the Institute of Alcohol Studies. Their website can be found at: www. ias.org.uk or phone 01480 466766
IAS have asked us to make the point clear that women are no more prone to binge drinking than men. In fact the problem is more endemic with men. The media have played a huge part in developing a public perception implying that maybe more women than men are prone to binge drinking.
Alcohol poisoning
The acute toxic effects of alcohol are generally related to blood alcohol concentrations. Severe intoxication causes marked muscular inco-ordination; blurred or double vision, sometimes stupor and hypothermia; occasionally hypoglycaemia (low blood sugar concentration); convulsions; depressed reflexes; respiratory depression; hypotension; coma. Death may occur from respiratory or circulatory failure or as the result of aspiration of stomach contents in the absence of a gag reflex.
The severe hypoglycaemia that can accompany alcohol intoxication, and which may result in coma, occurs more commonly in adolescents than in adults. Although adequate statistics are hard to come by, deaths from alcohol poisoning appear to occur most often when relatively inexperienced drinkers consume very large amounts of alcohol in a short time. Blood alcohol levels of > 300-400mg% carry a high risk of death in the naïve drinker. This much can be obtained by drinking 150-200g of alcohol, equal to 6-8 pints of strong lager or 2/3 bottle of vodka.
Brain damage
Alcohol in large doses is neurotoxic and sustained high consumption can destroy brain cells. Studies are continuing into the effects of binge drinking in adolescence, but there is evidence to suggest that adolescent brains are particularly vulnerable to its effects. American studies that compared brain scans and cognitive tests in underage binge drinkers and nondrinkers found that the drinkers had impaired memory and reasoning skills, and their hippocampi – the brain area that handles memory and learning – were about 10% smaller than the non-drinkers. It is not known if these effects are reversible.
Blood pressure
Alcohol consumption at least in excess of 3-4 units per day appears to increase blood pressure. Binge drinking can cause a surge in blood pressure not found in those consuming the same quantity spread over a longer period.
Strokes
Alcohol intoxication and binge drinking increase the risks of acute haemorrhagic and ischemic strokes by up to ten fold. The increased risk of haemorrhagic stroke is mediated by acute increases in blood pressure and spasm of the cerebral arteries. The increased risk of ischaemic stroke is mediated by emboli from the heart that are likely to result from cardiac arrhythmias. Subarachnoid haemorrhage particularly affects the young to middle-aged.
Heart diseases
Alcohol intoxication diminishes myocardial contraction, which can reduce output and increase the risk of acute heart failure. Alcohol intoxication at least doubles the risk of heart arrhythmias, particularly atrial fibrillation, which can lead to heart failure and sudden death. The increased risk of sudden cardiac death occurs in the absence of pre-existing heart disease.
Studies have found that 30-60% of all cases of atrial fibrillation, with other causes excluded, are due to alcohol, particularly in younger men. A quarter of sudden cardiac deaths in young men are due to alcohol intoxication.
Breast cancer
Alcohol is a cause of breast cancer, the increase in risk being directly proportional to the amount consumed. It is feared that the increase in binge drinking among young women will lead to a significant increase in breast cancer in the next half century. One drink a day increases a woman’s risk of getting the disease by 6 per cent; drinking up to 14 units a week increases the risk by 20 per cent. Most at risk are the increasing number of young binge drinkers who have four or more drinks on a night out. Their risk of breast cancer is estimated to increase by 40 per cent. The above is a small flavour of how binge drinking can negatively impact on a woman’s health. More revealing information can be found on the IAS website by going to the relevant fact-sheets.
The social cost of binge-drinking
Binge drinking also has a bearing on social issues and the consequences of binge drinking are demonstrated in further detail below: Patterns and trends relating to accidents, violence and criminal behaviour are always inextricably linked to alcohol consumption.
Alcohol intoxication and accidents
Consumption patterns are reflected in hospital casualty statistics and hospital emergency room data. In emergency rooms, self-reported alcohol consumption within six hours of admission is higher for injured than un-injured attendees. 20-40% of emergency admissions are intoxicated; the night-time rate is higher at 80%. In general population surveys, dose response relationships between the frequency of heavy drinking and non-fatal injuries have been observed.
Violence and crime
The prevalence of offending is substantially higher among binge drinkers than among non-binge drinkers. Young binge drinkers are almost three times more likely to report committing an offence than those who drink but do not normally get drunk, and five times more likely than non-drinkers of the same age. The differences are particularly marked for fights and other violent offences.
Effects on functioning and performance
Hangover resulting from binge drinking has been shown to have adverse effects in regard to a number of aspects of human performance. A single episode of binge drinking has been shown to cause significant impairment of memory during hangover in healthy subjects. Physical performance of healthy subjects and athletes is significantly reduced during Hangover.
Unwanted/unsafe sexual activity
40% of 13-14 year olds reported being drunk or stoned when they experienced first sexual intercourse. After binge drinking, one in seven 16-24 year olds have had unprotected sex, one in five have had sex they later regretted and one-in-ten have been unable to remember if they had sex the night before.
Other drug use
Young binge drinkers are substantially more likely than non-binge drinkers to take illegal drugs. Frequency of drunkeness is associated with taking the most commonly used illegal drugs, particularly amphetamine and cocaine.
The Equal Opportunities Department recognises the growing problem of binge drinking. The problem is evident throughout society, as the above detail very articulately demonstrates.
If you would like more information on binge drinking, its impact on health and social aspects, please go to the Institute of Alcohol Studies. Their website can be found at: www. ias.org.uk or phone 01480 466766
