Video

@nigeldupree6474 0 seconds ago Cracking webinar and fascinating how slippery the government is in regard to expediently avoiding claims a bit like insurance companies out lasting the claimants tenacity to hang-on for ever. Anyway, curious whether as a result of International Accessibility Regulations, WCAG 2.1 minimum "Colour Contrast Validation" of website content improving accessibility (e-learning) or even UK Accessibility Regulations that only apply to diagnosed government employees (10% - 43,000 Dyslexic) perhaps, omitting occupational health of the other 58% of DSE user operators suffering debilitating induced visual repetitive stress injuries (vision-loss) due to over-exposure to sub-optimally "Colour Contrast Calibrated" DSE, sort of excluded from 1993 DSE Reg's and 1998 PUWER Act, maybe 1974 Act as well prior to DSE being ubiquitous in the 21st Digital Century, as there has been a tipping point between "Health & Safety" recognising workplace stressors as an "Industrial Injury" opposed to solely physical, so called, "accidents" section '20' of the Equality Act and retrospective finding in 2011 Appeal Court Baker v Quantum Clothing & Ors has accounted for omitting DSE operator-screen interface ergonomics from "Accessibility" when the equipment has been effectively easily adapted in terms of "Reasonable Adjustments or Accommodations for ALL" at minimal cost ROI by comparison with 20% lost productivity. www.hse.gov.uk/research/rrpdf/rr561.pdf icd.who.int/browse10/2016/en#/H53.1 Vision loss is it appears one of the '4' classes of Disability ? czcams.com/video/JU0e3hOplEs/video.html Needless to say, in the chain of causation with 50% more children are presenting in the 21st Digital Century with binocular vision deficits manifesting in early onset, '4' to '7' fold increased risk of blurred or worse seriously debilitating double vision regardless of having 20-20 vision or classified as Disabled, Neurodiverse / Dyslexic with 30% effectively excluded from learning and leaving secondary Ed as functionally and digitally illiterate as they arrived. With disproportionately increased risk of joining the revolving-door of our secure youth estate and prison in due course where more than 50% are presenting and leaving as functionally and digitally illiterate as they arrived. School Myopia expediently dismissed in the 1960' as inherited versus environmentally induced czcams.com/video/XuzZJyCc_Zs/video.html www.academia.edu/5130927/Visual_Impediments_to_Learning?email_work_card=view-paper So, are work related induced visual deficits as a disability a foundation for a claim ?

Great video thanks

This is very useful

It’s interesting that one of the opening observations was that men are just as likely to have experienced sexual harassment in the workplace. 0:24 Men of course are far less likely to report cases for a number of reasons including masculine pride and the way society views men differently to women- which is ridiculous in 2024! What tainted this otherwise very interesting webinar (apart from one case where gender wasn’t mentioned) that every other case quoted men as the perpetrators and women as the victim. We really do need to get our arse in gear to ensure equality to everyone in the workplace - especially when there is a training/ general advice session going on. What might have helped could be to use the them/they pronouns to ensure men were not being stereotyped as the perpetrators!

I made the grievance against my colleague,while the grievance was in progress the colleague open the case of abusing a child , then l was to attend court ,they delay the court process by asking to investigation and not bringing the child to court .Lastly they dropped the case saying the child is no longer interested to the case .

The word ‘hidden’ is a bit unfair. Many employees might struggle without knowing their condition amounts to a disability

Worth noting Ref to fairly and reasonably requires impartiality which is impractical where there exists a conflict of interests.

Watched your video twice and took notes. Thank you so much for sharing this! Very useful.

Thank you for sharing. I work in HR and this video is very useful. I have now subscribed to your channel. Looking forward to new videos

HR birds are always dirty in bed. Probably bored of playing it straight laced all day and let loose in the bedroom

53:00

Appeal 47:00

My company definitely sticks their heads in the sand. Very frustrating.

This is great. What happens if the witness's have left the business ? What can be done? What happens if the witnesses left complaints of bullying in exit interviews and that's the reason they left the business. Can this be used as evidence? Thank you

please add timestamps

Thank you for sharing this important info 🫰🏻

This is amazing a very much needed for my own issues

Thanks for sharing..amazing

Thanks for talking about neurodivergence

Thank you for the content, please can you add chapters?

Good video

Good video

These are so helpful but just a heads up if you want to get hundreds of thousands of views try and keep the videos under 10 mins . People love little bite size bits of info 😊

So helpful😊

Security guard should be the one getting fired.

Great guide, ive been taking notes the whole time

Great video!!!

The practical question has been asked and discussed, great video

I love this video. the actors are brilliant and I love the 1990s decor and I love their old fashioned RP accents. it's all so entertaining 🍿 😂. I don't even have a legal reason to watch this. it's like the film Officespace or an episode of Eastenders. there was a good bit of theft, mystery, secret cctv and a punch up. Brilliant 😂😂😂🎉

Thank you 🙏 very much.

thank you

Great video!

Very informative. Thanks

This is great!

Great video!

Where's your breach in GDPR/DPA and misfesiance in the protocol and documents that are fraudulently sent out or has that 9only ever happened to me There are also skipping the real agenda and pretending the fact did not exist

How about continuing to harrass and threaten( verbally )the employee that's on light duty that if they don't get back to regular ( off light duty) duties they will be fired? Thanks

I was unfairly treated, because I was bullying at work, the driver who pic us up and bring us home from work make nasty comments about me, i send a complain to the company, but they ignore it, I was very upset and was crying when I came home, I talk to my husband and he confront the driver and tell him he must leave me alone, but he point a finger to my husband and he wants to fight with my husband, het told my husband you must learn your fucken wife manners he swear to me and that's why my husband go to the office, but the office do nothing, he is still working for the company, now I'm at home, I am a permanent carer, and the company put me on releave, they put me on hold and today I asked the company for my UIF form, the HR told me I can't sign for UIF benefits I must come in and resign, and they pay me my leave money out, I said no give me time to think about everything, I've got witnesses about this whole thing

where is document i am looking forward to download

I am 52 and have recently been diagnosed with ADHD. I work for the local council and have done for 30 years. I have been Targeted Victimized and Bullied for many years, by my manager and collegues this is not due to my work or ability. I have a long list of instances, I brought out a grievance recently this was investigated they did not find anything. I am now been investigated for making a complaint saying I am Vexatious. I feel worse than before, I have now extra stress added. I don't know if I should take legal action...? Ps. I am the most friendly helpful humourous member of staff and welcome everyone. Please offer advice..

Interesting

Dear Clive Thank you for your comment. Unless there is a redundancy policy or collective agreement in relation to selection criteria there is no reason in principle for the criteria to be identical for two different selection groups. The question is more whether the selection criteria are fair in each particular case. The consultation process could have an impact on this also. If you would like an initial discussion about this please do not hesitate to call me on 07947598148. Kind regards Jonathan Mansfield

Apologies if this has already been addressed in this video, but I work for a large company who have two separate factories. Can one factory make redundancies on, for example, a last-in, last-out basis, on one site and have a separate system for the other site (i.e. a points system)? Or do they have to set a precedent and have the same system by law on both sites, whatever system for redundancy they choose?

Joe hasn't got any trousers on during the appeal meeting!😂😂😂😂

Good day, Thomas Mansfield. absolutely really video. thank. :)

I'm sure this is a very good video but why does the intro sound like a porno 🤣🤣