Disabled people ‘love’ working for a pittance

Yes, people with Learning Disabilities like to work, but just because some may not understand money is no reason to pay them under the National Living Wage, which is too low itself.

A fair wage for a job of work is an entitlement that all in the UK should receive, irrespective of age, sex, health condition, etc.

Until this is respected all over the UK you will get unscrupulous employers offering people who are desperate or not understanding monetry aspects a wage far less than should be paid.

If employers should need an encouragement to employ persons with disabilities, which they should not, then pay the employers extra to do so and this could then be used to ensure the places of employment are fit for purpose, with regards to working conditions, toilets, work stations, required training and terms and conditions.

While it should not be required to state, but I find it is, the employment offered should be a real job and not just a job to do what others are unwilling to do and they should not be bullied.

There may be others to mention, but really people with disabilities should not be disrespected by employers and also their prospective work colleagues, this should be obvious, but, in practice, it is not, for many persons with learning disabilities feel put upon, bullied, made to feel not wanted. Whereas they really want to work and not content to stay jobless where a few of the unemployed do, just content to receive the benefit for not working.

The benefits that people with learning disabilities do receive are essential to their daily living and are not scroungers as they are stated to be by the Government, certain parts of the media and other persons who are so ignorant they really need re-educating.

#MeToo whistleblowing is upending A century-old legal precedent in US demanding loyalty to the boss : The Conversation

When was the last time you agreed to keep a secret?

Perhaps it was a personal confidence shared by a close family member or friend. Or it might have been in a contract with your employer to safeguard confidential information. Either way, you probably felt a strong sense of obligation to keep that secret.

At least when it comes to the workplace, that’s no accident. In the United States, the idea that workers owe their employers a duty of loyalty goes back more than 100 years. It is deeply ingrained in legal rules and American culture.

But it has been fraying, most recently in the form of former Trump lawyer Michael Cohen’s damning congressional testimony against the president.

This trend was also on full display when the #MeToo movement went viral in 2017. #MeToo was, of course, about sexual harassment and assault. But it was also a form of mass whistleblowing. The movement signaled victims’ willingness – at an unprecedented scale – to defy promises of secrecy to their employers in service of a larger truth by revealing their experiences of workplace harassment.

While researching a book on the duty of loyalty, I realized that the #MeToo movement isn’t merely a rift in the ordinary order of workplace relationships in the United States. It is part a larger legal and cultural shift that has been in the works for decades.

Employee fealty

The duty of loyalty is the idea that you “cannot bite the hand that feeds you and insist on staying for future banquets,” as an American labor arbitrator wrote in 1972.

It’s a bedrock principle that courts apply to employment disputes, even if you didn’t sign a contract promising to keep an employer’s secrets.

The duty of loyalty is why employers can demand that you sign a confidentiality agreement at the start of employment. It’s why workers can’t download their employer’s trade secrets on a thumb drive and use it in their new job. And why companies are able to persuade judges to enforce noncompete agreements.


Source: #MeToo whistleblowing is upending A century-old legal precedent in US demanding loyalty to the boss : The Conversation

When Employees are Caregivers

Workplace TribesSUBSCRIBE TO NEW BLOG POSTS Best PracticesCommunicationsE-HRMEmployee DevelopmentEmployee RetentionEngagementFeedbackHiringHR NewsHR SoftwareHuman Resource ManagementInfographicsInterviewsLeadershipListsPerformanceResearchResourcesStoriesWorkplace WellnessWorst PracticesWhen Employees are CaregiversPosted on July 09, 2015 by Stephanie ReyesLeave a CommentRecently, I attended a conference for the families and caregivers of children with a rare genetic disorder that’s generally accompanied by a wide range of special needs. It quickly became obvious that everyone in attendance was highly committed to ensuring the best possible outcomes and quality of life for their loved ones. The amount of time and energy required to deliver on that commitment was, in many cases, extraordinary. Photo by Philippe Leroyer, FlickrSo how, I wondered, do they juggle personal and professional commitments on top of the extra demands of supporting a child with special needs? How on earth do they…provide hands-on care;

Source: When Employees are Caregivers

Autistic adults bullied and not supported at work, poll shows

Original post from The Independent

‘…………….By Sarah Cassidy

Valerie Carlin, 45, suffers with Asperger syndrome David Sandison
Valerie Carlin, 45, suffers with Asperger syndrome David Sandison

More than a third of adults with autism have been bullied or discriminated against at work, the largest ever survey on the condition has found.

Meanwhile, 43 per cent said they had left or lost a job because of their autism, the poll by the National Autistic Society (NAS) concluded.

The NAS said the findings highlight the lack of support for people with autism in the workplace, and the lack of awareness of the condition among employers and colleagues. The poll, released for the charity’s 50th birthday this week, found just 10 per cent of adults with autism in paid employment receive support from their employers, despite 53 per cent saying they would like it.

The charity called for employers to ensure that support is in place for employees with autism so that they “have the opportunity to make a valuable contribution to society like everyone else”.

David Perkins, manager of Prospects, the NAS’s employment service, said: “It is unacceptable in the current economic climate that some employers are failing to put reasonable support in place to keep adults with autism in work and off benefits. It needs to be nationally understood and accepted that bullying or discrimination of any kind in the workplace is deplorable, and against a colleague because of their disability it is tantamount to anti-disability abuse. We urge employers to make sure their offices have an ‘autism-friendly’ ethos; otherwise we risk failing thousands of willing and able workers.”

Almost one in three respondents (32 per cent) said the support or adjustments made by their employer or manager in relation to their autism was poor. A similar proportion (30 per cent) complained that the support or adjustments had been poor. Almost four in 10 respondents (38 per cent) reported that the suitability of the work environment in relation to their autism was poor. Fewer than one in five (19 per cent) said they had no experience of bullying, unfairness or lack of support at work.

Research has shown that children with autism are three times as likely to be bullied as other youngsters.

Last month a coroner warned that young people with autism could be being failed by health agencies after an autistic boy committed suicide after being bullied at college.

Bradford coroner Paul Marks said the death of Gareth Oates, from Stowmarket, Suffolk, could probably have been averted if it had not been for the failings of a number of mental health, social services and education agencies.

Case study: ‘People tended to exclude me’

Valerie Carlin, 45, from south-west London, has an autistic spectrum disorder and has been out of work for three years since leaving her career in finance because of bullying at work. She said: “Although I was good at the actual job, people tended to exclude me socially, to ignore me and try not to give me any work to do.

“I was diagnosed three years ago with an autistic spectrum disorder which is similar in many ways to Asperger’s. My communication problems meant, over time, I antagonised people and never realised why.”   ………’