Disability discrimination
Discussion
Just had an application form for a job paying £17,000- £20,000, with a typed cover letter saying the candidate was dyslexic, and therefore I should allow extra time for any written tasks in the assesment and in the job, and provide him with a computer for any written work.
The job he is applying for requires him to go out and see people in their homes, and on site, writing detailed reports there and then (the customer has to have hard copies to take away with them). He will have to do this partly on foot and carry his equipment with him. There are situations in the job where carrying such equipment might pose a health and safety risk.
His application form was filled in by hand and I can't read it because the handwriting is so poor. I have had to send it back asking for him to type it. he also tells me I must ignore the spelling and grammatical errors, when the job requires articulate and fluent reports as they have legal useage.
He will have to have a lap top and portable printer, and probably get through around 3/4 of the work (that is his estimate of the extra time he will need.
Is he taking the p*** or do I have to change the job to suit him (I think the law calls it reasonable accomodation or something like that?).
The job he is applying for requires him to go out and see people in their homes, and on site, writing detailed reports there and then (the customer has to have hard copies to take away with them). He will have to do this partly on foot and carry his equipment with him. There are situations in the job where carrying such equipment might pose a health and safety risk.
His application form was filled in by hand and I can't read it because the handwriting is so poor. I have had to send it back asking for him to type it. he also tells me I must ignore the spelling and grammatical errors, when the job requires articulate and fluent reports as they have legal useage.
He will have to have a lap top and portable printer, and probably get through around 3/4 of the work (that is his estimate of the extra time he will need.
Is he taking the p*** or do I have to change the job to suit him (I think the law calls it reasonable accomodation or something like that?).
Do you HAVE to mention why the candidate wasn't successful in their application?!! If they arn't suitable for the job then they arn't suitable for the job end off story in my book. If they can do the job to the standard required I don't care if they have six legs and have tentacles growing out of their backside.
t 
Remember.... I'm the guy who says you should consider hanging on to someone who has hit another employee.
I'm also the guy who knows a dyslexic, who is probably the smartest cookie I've ever known. My theory is that his brain is different, and the bit that deals with connecting word formation with vision, is being used for something else.
He might just be pulling an excuse, but he might also have some capability that makes him an exceptional candidate for your job. It could be why he's applying.
If you want good staff, make your own judgements about their ability, don't trust it to whichever examiner happened to mark his exam papers.
I'm also the guy who knows a dyslexic, who is probably the smartest cookie I've ever known. My theory is that his brain is different, and the bit that deals with connecting word formation with vision, is being used for something else.
He might just be pulling an excuse, but he might also have some capability that makes him an exceptional candidate for your job. It could be why he's applying.
If you want good staff, make your own judgements about their ability, don't trust it to whichever examiner happened to mark his exam papers.
We interviewed a dyslexic at work a couple of years ago. He came across as bright and articulate and we offered him the job. We work in a predominantly scientific environment where accuracy and thoroughness are paramount.
He has proven to be one of our better employees. He knows his limitations regarding spelling and numbering and takes extra care. We have absolutely no regrets in employing him.
As for spelling, anyone with a PC has spell checker - one could have been used to spell check your original post (assesment, useage etc)
No offence intended.
He has proven to be one of our better employees. He knows his limitations regarding spelling and numbering and takes extra care. We have absolutely no regrets in employing him.
As for spelling, anyone with a PC has spell checker - one could have been used to spell check your original post (assesment, useage etc)
No offence intended. dilbert said:
I'm also the guy who knows a dyslexic, who is probably the smartest cookie I've ever known. My theory is that his brain is different, and the bit that deals with connecting word formation with vision, is being used for something else.
He might just be pulling an excuse, but he might also have some capability that makes him an exceptional candidate for your job. It could be why he's applying.
If you want good staff, make your own judgements about their ability, don't trust it to whichever examiner happened to mark his exam papers.
Whether he has an exceptional talent or not, a person with an attitude like that would'nt even make it to the interview with me.
scoobz said:
Shirley being his job will be about presentation to clients and the legibility of his work is important then that is grounds to say no.
Got fluck all to do with whether he can spell or not.
Agreed. I was merely highlighting the fact that a 'disability' such as dyslexia need not send a prospective employer fleeing to the hills.
Any position carries a number of pre-requisites (clean driving licence, fluent in a foreign language etc) and if one these is written presentation to a high standard then a candidate who did not possess these skills could be considered unsuitable, dyslexic or not.
vixpy1 said:
I'm also the guy who knows a dyslexic, who is probably the smartest cookie I've ever known. My theory is that his brain is different, and the bit that deals with connecting word formation with vision, is being used for something else.
He might just be pulling an excuse, but he might also have some capability that makes him an exceptional candidate for your job. It could be why he's applying.
If you want good staff, make your own judgements about their ability, don't trust it to whichever examiner happened to mark his exam papers.
Whether he has an exceptional talent or not, a person with an attitude like that would'nt even make it to the interview with me.
I havn't spoken to him in a while, but IIRC he did his Doctoral thesis in conjunction with the Rutherford Appleton Laboratory.
You may not want him, but I don't think NASA or ESA would mind.
shirepro said:
Just had an application form for a job paying £17,000- £20,000, with a typed cover letter saying the candidate was dyslexic, and therefore I should allow extra time for any written tasks in the assesment and in the job, and provide him with a computer for any written work.
The job he is applying for requires him to go out and see people in their homes, and on site, writing detailed reports there and then (the customer has to have hard copies to take away with them). He will have to do this partly on foot and carry his equipment with him. There are situations in the job where carrying such equipment might pose a health and safety risk.
His application form was filled in by hand and I can't read it because the handwriting is so poor. I have had to send it back asking for him to type it. he also tells me I must ignore the spelling and grammatical errors, when the job requires articulate and fluent reports as they have legal useage.
He will have to have a lap top and portable printer, and probably get through around 3/4 of the work (that is his estimate of the extra time he will need.
Is he taking the p*** or do I have to change the job to suit him (I think the law calls it reasonable accomodation or something like that?).
I don't see why it would take much more time this way, if he is a resonable fast typer-and the client would get a neater copy.
Unless he can do 4/4 of the work don't hire him-maybe he will then go on a touch typing course.
I won't and can't just find a reason to reject him, because as some point out he could be 'super employee'. We spent a considerable sum doing a job analyais that shows that good writen skills are required and we reject anyone who makes more than 'X' spelling or grammatical errors. We usually accomodate dyslexics by allowing them as much time as they need to complete the application (it is their time anyway) and then provided they have the necessary testing give extra time at assessment. We have also been asked by this candidate to print all materials on blue paper, and print any insructions in a bold and slightly larger font, which we can do at assessment but we can't change the company paperwork for the day job as some of it is scannable, and there are numerous different forms they will have to use.
BTW (no spell chjeck on PH)
BTW (no spell chjeck on PH)
And neither did I mention it on any of my job applications. I don't see why it's relevant. Gassing Station | The Pie & Piston Archive | Top of Page | What's New | My Stuff