Occupational Health suggested parking spot given. One was - at the bottom of a steep hill

[dkl_uk]

Evening all,

 

I've spent the evening reading the top hits on Google regarding an employer's "requirements" to make reasonable adjustments in regards to parking.

 

So, to the point, I've been to an occupational health assessment and they've deemed my various injuries and defects to be of significant detriment to my lifestyle with no possibility of them getting better, therefore, they've suggested my employer make a parking spot available for me.

 

There's about 10 parking spots in front of the building. They're taken up by upper-level seniority with about three of the spaces regularly empty as those they are allocated to often work at different sites. My OH referral was completed a fair few weeks ago at which point I started using one of the spaces whilst the HR team decided what to do with me. I found out today that:

Senior management don't want me to use a spot at the front of the building

HR are giving me a parking spot at the rear of the building, down a very, very steep hill.

 

What I'd like to know is how can I neutrally approach this issue. How do I calmly and succinctly write to the HR department and ask them what brought them to the conclusion that, after being told I have some significant disabilities, they should allocate me a parking space at the foot of a steep hill?

 

Whilst they have made an adjustment, I don't believe it to be reasonable. In fact, it goes against the point of not disadvantaging someone with a disability. It's a bit like a middle finger right to the , if I'm honest.

 

 

 

Thanks in advance.

[reallymadwoman]

Try speaking to whoever did your assessment - in a similar situation many years ago, the OH specialist phoned my boss and told him what an idiot he was being, problem solved. If that doesn't work, would it be possible for you to 'have a word' face to face, along the lines of 'I don't want to be difficult but ...'

 

If you have union representation, you may want to keep them in the loop so that they can step in if informal efforts don't bear fruit.

[dkl_uk]

Thanks for your suggestions.

 

I didn't even consider liaising with the Chief Medical Officer, but it's a very good suggestion.

 

I am conscious that the HR team work in a different location and they might not be aware of the geographical issue. I don't want to email the person who is dealing with the case and end up with everything being blown out of proportion. There's no union to speak of, and I don't feel threatened by the decision or the business. They have been very accommodating in respect to the office environment and time given for a vast number of hospital appointments.

 

Prior to this particular outcome I was extremely pleased with the adjustments that were being made. I do fear that with the Managing Director and another senior colleague taking issue with me using the space, this could get someone's back up that I would rather it didn't.

[reallymadwoman]

I am conscious that the HR team work in a different location and they might not be aware of the geographical issue.

 

That might be you're best angle. Phone the person (if it's not in writing, it's much harder to pass it on and get others involved) and start with 'I expect you're not familiar with ....'

 

You're not only making them aware of the issue, you're also providing them with a reason why they got it wrong, so no loss of face for anyone.