Indicator - FL Memo
Telephone: (01233) 653500. Fax: (01233) 647100 customer.services@indicator-flm.co.uk - www.indicator-flm.co.uk
Calgarth House, 39-41 Bank Street, Ashford, Kent TN23 1DQ VAT GB 726 598 394. Registered in England. Company Registration No. 3599719
[telephone_number] => (01233) 653500
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[city_county] => Kent TN23 1DQ
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[website1] => www.indicator-flm.co.uk
[loyalty_agent] => Gemma Rump
[loyalty_phone] => (01233) 438022
[city] => Ashford
[webshop] => http://www.indicator-flm.co.uk
[loyalty_time] => <strong>Contact online support for any issues relating to the use of this online solution</strong>, for example logging in, using the search facility, understanding how the resources differ, how to save content, etc. <br />
If you have a <strong>technical question</strong> about <strong>content</strong>, please contact our <strong>dedicated Helpline</strong>.<br />
Mariam, your online support, can be <strong>contacted during normal business hours</strong>:
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[street_number] => 39-41
[street_name] => Bank Street
[loyalty_mail_from] => Gemma Rump - Online support
[company_name] => Indicator - FL Memo Ltd
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Search - Tips & Advice Business Database
Some individuals have reported ongoing symptoms following their initial coronavirus (Covid-19) infection and illness. This has been generically termed “Long Covid”. Is it likely to be a disability
and how should you approach the issue?
A Scottish employment tribunal has ruled that an employee with long COVID was disabled for the purposes of the Equality Act 2010. What can we take from this case?
Your statutory duty to make reasonable adjustments for disabled employees also extends to those who are disabled due to mental health issues. What are reasonable adjustments for mental health?
You’re under a statutory duty to make reasonable adjustments for employees who are deemed disabled under the Equality Act 2010. What should you think about when looking to comply with your duty in
respect of a disabled employee?
The Court of Appeal has held that an employer was liable for discrimination arising from disability after it dismissed an employee for misconduct. The employer was unaware that the misconduct was due
to a disability. What does this ruling mean in practice?
During the recruitment process, you’re obliged to comply with the statutory duty to make reasonable adjustments for disabled applicants. What considerations do you need to consider to ensure that you
comply with this duty?
The Employment Appeal Tribunal has held that an employee has a disability from the date they have cancer, not from the date of diagnosis. What are the implications?
The Court of Appeal has ruled that an employer didn’t have constructive knowledge of an employee’s disability as it had taken reasonable steps to find out whether she was disabled. What are the
implications of this decision?
The Employment Appeal Tribunal has held that offering a disabled employee a role without interview on redundancy wasn’t a reasonable adjustment. Why was this?