Employees withDisabilities - Home - Health and Safety ......to assist employers to provide a healthy and safe workplace for employees withdisabilities. 02 HealthandSafetyAuthority

An employer’s guide to implementing inclusive healthand safety practices for employees with disabilities

Employeeswith Disabilities

HSA_emp_disabilities_newtext:Layout 1 05/03/2009 15:39 Page 1


1. Introduction 2

2. Accommodating disability 3

3. Inclusive health and safety processes 5

4. Safe evacuation of employees with disabilities 8

5. Some dos and don’ts 9

6. Case studies 10

Laura, an employee with epilepsy 10

Robert, an employee with a vision impairment 10

Mark, an employee with a mental health issue 11

Ciara, an employee with cerebral palsy 12

Tim, an employee with an intellectual disability 12

Janet, an employee with a hearing impairment 13

Useful contacts 15

/Contents

Published in March 2009 by the Health and Safety Authority,The Metropolitan Building, James Joyce Street, Dublin 1.

© All rights reserved. No part of this publication may be reproduced,stored in a retrieval system, or transmitted in any form or by anymeans, electronic, mechanical, photocopying, recording or otherwise,without the prior permission of the Health and Safety Authority.


The guide addresses aspects of work-relatedsafety, occupational health and facilitiesmanagement and welfare as they pertain toworkplace health and safety for employees withdisabilities.Workplace health and safety covers allstages of employment including the initialselection and induction processes.The guide also

highlights some current health and safety andemployment legislation.

This publication is intended to be a usefulresource for owners, managers and employeesworking in Ireland today.

Introduction

This guide has been produced by the Health and Safety Authority (HSA) usingguidance and expertise from the National Disability Authority (NDA). It aimsto assist employers to provide a healthy and safe workplace for employeeswith disabilities.

Health and Safety Authority | Employees with Disabilities – Health and Safety Guidance02

01/


Accommodating disability /02

Regulation 25 of the General ApplicationRegulations – Employeeswith disabilities – statesthat‘An employer shall ensure that places of work,where necessary, are organised to take accountof persons at work with disabilities, in particularas regards doors, passageways, staircases,showers,washbasins, lavatories andworkstationsused or occupied directly by those persons’.

Disability

About one in ten Irish people has some form ofdisability – that could be a physical disability,vision impairment, hearing impairment,intellectual disability or mental health condition.Youmay already have employeeswith disabilities,whether or not those disabilities are readilyapparent or known to you.

Other employees may acquire a disability in thefuture. About four out of five people withdisabilities acquired their disability as an adult.

It makes sense, therefore, to plan andmanage forhealth and safety on an inclusive basis.

Hidden disability

Some forms of disability are not immediatelyvisible (for example, epilepsy, mild hearingimpairment, asthma,or mental health conditionssuch as depression or anxiety). Often employeeswith a ‘hidden disability’ choose not to disclosetheir status because they are concerned that theiremployer will focus on their disability rather thantheir ability.

If employees are not comfortable aboutdisclosing a disability, their health and safetyneeds may not be identified and met. It is goodhealth and safety practice, therefore, to create a

supportive, non-judgemental environment, andto communicate that to all employees.

Considerable research has been conducted on therelationship between employees’ wellbeing atwork and their work environment. Studies haveshown that employeeswho feel respected in theirwork environment are more productive and havelower rates of absenteeism (one of the biggestcost items for employers). An inclusive workenvironment where all employees, includingthose with disabilities, feel comfortable, includedand respected makes good business sense.

Advances in technology, including assistivetechnologies, have helped switch the focus fromincapacity to capacity for people with disabilities.People with disabilities can work safely andeffectively at many jobs provided their specificissues are accommodated and their needs arebuilt into health and safety planning.

Accommodating disability at work

Under the Employment Equality Acts 1998 and2004, employers are obliged to take appropriatemeasures –‘reasonable accommodation’– (unlessthe costs of doing so are disproportionate) toenable people with disabilities to have access toemployment, to participate or advance inemployment and to undergo training. Suchmeasures may include training resources oradaptations to:

� Workplace premises to make them moreaccessible for employees with disabilities

� Work equipment

� Patterns of working time

� Distribution of tasks.

LegislationThe Safety, Health and Welfare at Work Act 2005 states that employers must‘ensure, as far as is reasonably practicable, the safety, health and welfare atwork of all employees’.

Health and Safety Authority | Employees with Disabilities – Health and Safety Guidance 03


Accommodating disability

Practical examples might include:

� A talking lift with tactile floor buttons

� Adjustable-height desks

� Hands-free telephone sets

� Later start and finish times

� Organising the distribution of work tasks in ateam so that staff members who are hard ofhearing are not expected to take minutes.

Some further practical examples of reasonableaccommodations in the workplace can be foundat www.workway.ie.

An employer is not obliged to provide any facilityor treatment that employees can reasonably beexpected to provide for themselves.

Private sector employers may qualify for aworkplace equipment adaptation grant from FÁS(www.fas.ie). Information on other relevant FÁSgrants or allowances can also be found onwww.fas.ie.


02/


Inclusive health and safety processes /03Employees with disabilities are not ahomogeneous group, they are individuals withdifferent abilities and requirements. In order todevelop inclusive health and safety processes, it isgood practice to consult those employees whohave told you that they have a disability. Thesestaff members understand their own conditionand needs, and will have good suggestions tomake on the changes or accommodationsrequired to make their workplace inclusive,healthy and safe.

You may also find it useful to consult withrelevant disability organisations. Many of theseorganisations have developed considerableexpertise around particular conditions and theirrelated health and safety issues and workplacerequirements. Some useful contact details areprovided at the end of this guide.

Planning and management

Good planning and effective management arethe key elements in developing and maintaininga health and safety management system for asafe and healthy work environment. It isimportant to consider the different needs of allyour employees so that health and safetyplanning and management are fully inclusive oftheir diverse needs.

It is good practice to ask all employees, duringtheir induction period into a new job and atregular job review meetings, if they have anyparticular health or safety requirements –whether or not you are aware of any disability.

Develop an inclusive policy

Employers should prepare and produce aninclusive health and safety statement and aninclusive safety policy. A policy on safety, onhealth,or on bullying for instance, forms part of anoverall legally required Safety Statement.

Developing this policy involves:

� Risk assessment

� Control measures to address identified risks

� Consultation with employees with disabilities,and with sources of relevant expert advice.

Your risk assessment should take account of anyparticular risks for employees with disabilities.Identify if there are any particular hazards or risksfor staff members with conditions such as:

� Restricted mobility

� Limited dexterity

� Impaired vision

� Impaired hearing

� Limited understanding

� Health conditions such as heart problems,epilepsy or asthma.

Bearing in mind that some staff members mayhave hidden or undisclosed disabilities,youmustassume that disability is a factor in your healthand safety planning.

You should keep written records of riskassessments. These records should be the resultof consultation, include inputs from competentpersonnel and be updated regularly for healthand safety inspection purposes.Risk assessmentsprovidea foundation for theongoingdevelopmentof health and safety processes.

Consider what practical steps you can take tominimise the risks you have identified. Controlmeasures are preventive procedures thatemployers put in place to protect their employeesagainst injury. They are, generally, simpleprocedures that incur no additional costs. Yourcontrol measures should include any particularsteps that need to be taken to ensure thatemployees with disabilities remain safe and wellat work.

Consult with employees (including those withdisabilities) and with organisations that provideservices for peoplewithdisabilities tohelpdevelopand implement thepolicy and its controlmeasures.



Inclusive health and safety processes

Ensure you have good systems to communicatethe policy clearly to all your employees, includingnew staff members.

Implement safe and healthy practices

Ensure that the safety policies and proceduresyou have adopted are actually beingimplemented. For example, that there are notrailing wires or inappropriately stored boxes,which are a trip hazard for any staff member, butparticularly for those with restricted vision orlimited mobility. Carry out regular checks,thoroughly investigate any safety lapses andaddress the causes. Make health and safetyeveryone’s business, and build that into yoursystems to recognise good performance.

Keep the safety policy updated

Keep your health and safety policy updatedthrough regular reviews. It is good practice tohave employees with disabilities represented onyour health and safety committee so theirconcerns are always considered as you updateyour policy and undertake regular safety checksand drills.

Examples of risk assessment and controlmeasures

Example 1

In a landscaping company, employees areresponsible for planting, trimming lawns andhedges, spraying plant fertiliser and operatingleaf shredders and other machinery. Some staffmembers have an intellectual disability. A riskassessment of this work environment would askthe following questions:

� Are all employees trained in the safe use andstorage of chemicals and fertilisers?

� Are all employees provided with gloves,masksand other safety equipment that protectsthem from hazardous materials andmachinery?

� Are all employees with access to machineryfully trained in and aware of the safetyhazards of each machine? Do they know andunderstand how to operate it safely?

� Do all employees understand the importanceof washing their hands after working andbefore eating?

� Are all employees adequately supported andsupervised to ensure that they know thestep-by-step procedures required to completetheir tasks, including any safety routines?

� Are instructions provided to employees in aneasy-to-read format using simple languageand visual aids? Is there a staff memberdelegated to talk people through what isinvolved?

� Are employees, especially those who may findit hard to remember details and instructions,given a daily run-through on procedures,including safety precautions?

� Is there a buddy system in operation tosupervise more hazardous tasks such asloading the shredding machine?

� Is there someone on the staff withresponsibility for planning and overseeinghealth and safety procedures for this work unit?

If any of these criteria are notmet, then additionalcontrol measures need to be implemented.Control measures for a landscaping companywould address the following:

� All employees, including those withdisabilities, should receive thorough trainingin the safe way to operate machinery such asleaf shredders and to use equipment such asshears, rakes or lawnmowers.

� Employees with disabilities should be talkedthrough the safety procedures daily if sorequired.

� Safety instructions should be in an easy-to-read format (simple text with pictures) witheasy-to-follow visual guidance.


03/


Inclusive health and safety processes /03� Standard safe work practices should be set

out (for example, always unplug or switch offmowers before clearing surplus grass). Checkregularly to see that all staff are followingagreed safety procedures.

� No staff member who is taking heavymedication should be permitted to operatehazardous machinery.

� Employees with intellectual disabilities mustreceive daily and supportive supervisionwhen they begin working in a particularenvironment so that they become confidentin completing their tasks.

� All employees, including those withintellectual disabilities, should be supervisedand assisted by a colleague when initiallyoperating machinery. It is recommended that,where it will not impair safety, and wherespace allows, employees work in pairs orgroups of three so that someone is on handto raise the alarm and offer immediateassistance in the event of an accident or anemergency.

� Some employees should be fully trained infirst aid techniques so that they can assist aninjured colleague if required.

Example 2

Any organisation that employs people withimpaired hearing must introduce appropriatecontrol measures with regard to fire alarms. Forexample:

� Make sure fire alarms are regularlymaintained and in full working order.

� Provide visual as well as audio fire alarms toalert employees with impaired hearing whenthe alarm is activated. Ensure these alarms arein a prominent and easily seen position andthat all staff members know where the visualalarms are in each room and circulation space.

� Check with employees with hearingimpairments whether a vibrating pager

system would be of benefit in alerting themthat a fire alarm has gone off.

� Ensure workplace fire wardens are alert to theneed to warn any employees with impairedhearing or impaired understanding.

� Ensure that all employees are familiar withsafe evacuation procedures and the locationof all fire exits and routes to those exits.

� Conduct regular fire drills and review and acton the results.

Example 3

Control measures in respect of work in kitchensmight include:

� Ensure all employees are trained to worksafely with sharp knives and other choppingequipment;machinery such as foodprocessors and hot ovens; gas; and hot foodsand liquids.

� Set out standard safe work practices (forexample, always wear oven gloves whenopening the oven) and check regularly to seethat all staff are following agreed safetyprocedures.

� Give all employees a detailed tour of thekitchen to ensure that they know whereeverything is and to enable employees withvision impairments to orient themselves.

� Provide training and safety materials informats appropriate to the needs of all staff –for example in large print, in easy-to-readformat (simple text with pictures),electronically, on tape or in Braille if required.

� Place large-print health and safety signs inwell lit, accessible locations around thekitchen. Provide tactile signage if so required.

� If there are employees with hearingdifficulties, provide visual hazard warningsystems, for example automated lights tosignal when water is boiling or when theoven is hot.



Safe evacuation of employees with disabilities

There may be particular challenges to address toensure that employees with disabilities can exittheir place of work safely in the event of anemergency.Different disabilities present differentchallenges. For example:

� Mobility impairment affects the range orspeed of movement to varying degrees.

� Sensory impairment affects the ability togather information through the senses suchas sight or hearing.

� Cognitive or mental health impairmentaffects the capacity to process informationand react appropriately.

� With hidden disabilities, the stress of anemergency situation may trigger a conditionsuch as asthma or heart problems.

Planning for safe emergency egress

The key steps in preparing for safe evacuation are:

� Initial review of user needs, organisationalpractice and policies

� Develop an egress policy for yourorganisation

� Plan for egress

� Implement your egress plan

� Measure the performance of your egress plan

� Review the performance of your egress plan.

Consultation and engagement with employeeswith disabilities are essential elements ofidentifying risk and planning to address it.Consultyour staff members individually and develop anddocument personal emergency egress plans(PEEPs) for individuals who require them.

PEEPs should be developed or modified inresponse to any issues that emerge duringroutine fire drills. Regular review of these plans isessential to ensure they are up to date and takingaccount of any changing needs.

The NDA’s Safe Evaluation and Egress for Peoplewith Disabilities provides a step-by-step approachto preparing an inclusive evacuation plan.Copiesof this publication are available from theNDA andcan be downloaded from www.nda.ie.


04/


Some dos and don’ts /05� Recognise that your remit in terms of health

and safety ‘duty of care’ is to all employees.

� Carry out risk assessments and developcontrol measures to minimise identified risk.

� Review and update your risk assessments andhealth and safety plan at regular intervals,and factor in safety planning arounddisability.

� Check how the plan is being implemented inpractice.

� Consult with individual staff members on

their health and safety requirements. If youwant to talk to an employee’s doctor abouthis or her needs, you will need the worker’sconsent.

� Check with relevant specialist disabilityorganisations on safety requirements,adaptations and supports for employees withdisabilities.

� Ensure an inclusive workplace where allemployees’needs are respected.

� Be alert to and protect all staff from bullyingand harassment.


Don’t:

� Presume there is no one on your staff witha disability.Many disabilities are notreadily apparent.

Do:


Case studies

Laura, an employee with epilepsy

Laura has worked in a factory for the past eightyears. As a result of a road traffic accident, sherecently developed epilepsy and has occasionalseizures. She has informed her employer and hercolleagues that she has epilepsy, and informedthem of the frequency of the seizures, whatinduces them and how they should be managed.Laura has also explained how she manages herlife – sleeping, eating etc. – to reduce thelikelihood of having seizures.

With assistance from Brainwave (Irish EpilepsyAssociation) and Laura’s GP,a risk assessmentwascarried out. This assessment highlighted thatcertain external factors such as lighting, noiselevels and breathing problems as well as stresscan trigger epileptic seizures. Laura’s responsibleattitude towards her health means that she isaware that factors such as being tired, run-down,anxious or skipping meals could also causeseizures to occur. These are factors that she cancontrol.

Control measures

Laurawas given headphones to reduce exposureto factory noise levels andwasmoved into awell-ventilated office space. Laura has also brought incushions and blankets to her office.The cushionscould be used to provide support for her headshould a seizure occur in the workplace.

Brainwave advised Laura and her employer thatit would be beneficial to give a presentation toher colleagues about epilepsy. The objective ofthe presentation was to raise awareness andunderstanding throughout the company aboutepilepsy. It also provided Laura’s colleagues with

information regarding the best ways to assistLaura if she has a seizure in the workplace.

The company’s first aid person also trained thestaff on the proper procedures to use whensomeone has a seizure and the aftercare optionsthat such an individual requires.

Robert, an employee with a visionimpairment

Robert has a vision impairment that means hecannot see well close-up. He has been newlyrecruited to the sales team of a leading car rentalcompany andworks in a large office to the side ofa busy forecourt.He is the senior supportmanagerfor the sales team and supervises the distributionof invoicing and account management for theteam in addition to dealing with clients in personand on the telephone.

Control measures

The risk assessment and control measures forRobert’s job include many aspects that are alsorelevant to his peers, such as:

� Safe access and egress to the office from theforecourt

� Highly visible signs in large format forentrances and exits

� Highlighted walkways through the forecourt

� Maintenance of fire alarms.

Someminor additional accommodations neededto be implemented to ensure Robert’s health andsafety in the workplace.The steps to the canteenarea were fitted with contrasting colourednosings.The top and the bottom steps also haveseparate coloured nosings so that Robert can see


06/The following sample case studies are included to demonstrate how easy andeffective it is to implement inclusive health and safety processes thatcontribute to an optimum work environment.They cover a range of differentconditions and set out some practical solutions to the issues presented.


Case Studies /06where the stairs begin and end.The glass door tothe office and the glass walls of the forecourtwere fittedwith strips so that Robert will not walkinto them by mistake. Badly lit areas throughoutthe building were provided with extra lighting.Bright paint on the walls of these areas and fittedhandrails ensure that Robert has no difficultygetting around the workplace. Robert alsorequested a magnifying system that enables himto see printed text and text on the screen of hisPC more clearly.

Robert and his employer were able to consultwith expert agencies, including the NCBI(National Council for the Blind of Ireland), tomakehis work environmentmore accessible to him andto other employees with disabilities. Theseagencies also provided Robert’s employer withinformation and assistance in getting funding toimplement the necessary and cost-effectiveaccommodations.

Mark, an employee with a mentalhealth issue

Mark is in his late twenties and has been workingin a bank for ten years. He has recently haddifficulties in his private life. He met with arepresentative from the EAP (EmployeeAssistance Programme) a few times and thenwithhis GP, who diagnosed reactive depression, andhe had to take some time off work.Mark knewhissupervisor and employer were aware of hissituation but he was unsure what his next stepsshould be.His supervisor was also unsure howhecould support and retain this valued employee.

A meeting was arranged between Mark, hissupervisor and a representative of the EAP todiscuss howMark could be adequately supportedin the workplace. The outcome of this meetingwas that Mark would continue his course oftreatment (counselling and anti-depressants forthree months) and the EAP representative andthe supervisor agreed to be his support network.

A risk assessment for Mark’s health and safety atwork was carried out in conjunction with hissupport network. This assessment helped Markand his supervisor to identify those aspects of hiswork he found difficult and to find effective waysin which they could address them.

Through the risk assessment,Mark identified fourdifficulties:

� Dealing with irate customers on the telephone.

� Dealing with large groups at the bank counter.

� Getting up for work on Mondays to face thesepressures.

� Dealing with his low energy levels in theafternoons.

Control measures

Mark and his support network together came upwith the following practical solutions/controlmeasures to deal with the above situations:

� Mark has confidential access to the EAPservice throughout the working week.

� Work activities that Mark finds calming aretimetabled every morning.

� Mark has only limited, designated time on thetelephone each day.

� Mark has access to a colleague should a callbecome difficult.

� Mark engages in counter work only withindividuals and for limited periods anddefined times – not first thing in the morningnor late in the afternoon.

� Mark has confidential meetings with hisemployer to monitor and support hisprogress in the workplace.

While it was not possible to alter Mark’s jobsignificantly, the above amendments will bebeneficial to both Mark and his employer. Withthe right supports, Mark is taking responsibilityfor his attendance and performance at work.He isalso being responsible for his own health and



Case studies

safety in the workplace. His employers havelearned how to provide effective support for anemployee who has developed a mental healthcondition. In the process they have also retaineda valuable staff member.

Mark’s employer and his work colleagues wouldalso benefit from a comprehensive series ofdisability equality training from a qualifieddisability equality trainer. This training shouldcover the experiences of people with a range ofdifferent disabilities (including people withmental health conditions) in mainstream society.It should also focus on best practice proceduresfor including people with different disabilities inthe workplace.

Ciara, an employee with cerebral palsy

Ciara is a wheelchair user, with limited use of herarms. She also has a speech impairment. Shecommunicates using a computerised voice thatoperates through her computer keyboard and isattached to the side of her powered wheelchair.Ciara is a qualified and experienced informationtechnologyworker.She has a personal assistant tosupport her in living and working independently.

Control measures

Ciara’s employer was anxious to support andfacilitate Ciara when she joined the company.Thecompany decided to arrange disability equalitytraining for Ciara’s co-workers, and opted toarrange this through Ciara’s support organisation,Enable Ireland.

Ciara’s employer asked her advice on the bestwayfor other staffmembers to communicatewith her.As a result of Ciara’s expertise and the disabilityequality training,other employees know that theyshould ask her if she requires assistance in asituation and not just assume that she does.

On her first day at work, Ciara and her personalassistant were introduced to everyone that shewould be working with. Like any new employee,Ciara was assigned a buddy in her first twoweeks

to ensure that she and her personal assistantbecame familiar with the company. Ciara’ssupervisor also ensured that she was included inall group/team projects and that she was notisolated.

Ciara advised her employer of the controlmeasures that needed to be implemented toensure that she can evacuate the building safely.A personal emergency egress plan was preparedand is tested and refined in routine drills. Ciara’semployer ensures that Ciara and her departmentare located in an accessible part of the buildingwith an accessible fire exit. Evacuation chairs areprovided in the upper storeys of the building incase Ciara goes upstairs for a meeting.

Door handles, light switches and other controlsthat Ciara needs to use are placed at appropriateheights.The venue for the usual Friday night drinkwas changed to an accessible bar where Ciara canjoin in the fun.

Ciara’s employer has now decided to develop awritten disability equality policy, and a group ofemployees from across all departments areworking with the human resource manager todevelop and implement the policy.

Tim, an employee with an intellectualdisability

Tim has an intellectual disability and works as aporter in a busy kitchen. Along with the otherporters, he is responsible for cleaning andmaintaining the kitchen. Tim often deals withcleaning chemicals, handles food supplies andlifts heavy boxes.

Tim is an exemplary employee but forgets easilyand needs to be told on a daily basis that eachtask has to be completed. For example, whencleaning the ovens, he will need to be remindedto wash the inside and the outside of the ovens.Once Tim is given precise instructions, he is ableto complete his tasks effectively.


06/


Case studies /06GivingTim daily reminders about completing histasks does not take a lot of time – no more thanten minutes – and ensures that he does anexcellent job. Tim is also provided with a set ofstep-by-step visual instructions that assist him inremembering his different tasks.

Control measures

To ensure that Tim is working in an inclusive,healthy and safe environment, his supervisor willhave to spend about ten minutes a dayreminding Tim, using clear and simple language,of the safest way for him to complete individualtasks.

Tim is provided with his own health and safetybooklet that he has access to at all times. Thisbooklet uses pictures to explain health and safetypractices, for example how to lift a heavy boxwithout hurting your back.

Tim’s supervisor checks frequently during the daythat Tim understands the tasks he is to completeand the health and safety procedures aroundthese tasks.

Other employees were given disability equalitytraining that helped them understand Tim’sparticular needs atwork.Theyunderstand that theyneed togive instructionsona step-by-stepbasis sothatTim can follow them,and that they oftenneedto repeat instructions as Tim can easily forget.

Tim has a ‘safety buddy’, who has the task ofensuring that Tim leaves the building promptlywhenever there is a fire drill. This buddy will alsohelp Tim in any actual emergency.

Janet, an employee with a hearingimpairment

Janet has a hearing impairment and is theshipping manager for a busy educationalpublications company. She is responsible forensuring that the shipping department runsefficiently and effectively; that it exceeds itstargets;and that customers receive their products

such as books,DVDs and CDs on time and in goodcondition.

Janet’s company has been very proactive inemploying people with disabilities and has anexcellent disability equality programme for itsstaff. Janet was involved in the development andimplementation of this programme.

Janet’s supervisors and colleagues know themosteffective ways to communicate with her. Forexample,when speaking to Janet they:

� Use a clear, normal tone and do not over-enunciate or exaggerate their words

� Speak directly to Janet, not covering theirmouth or turning their face away whentalking to her

� Face into the light.

At company meetings one of Janet’s colleaguestakes notes for her to ensure that she can followthe conversation.

These simple steps mean that Janet really feelspart of the team and on top of her job. She is alsonot isolated fromother staffmembers or excludedfrom formal or informal conversations at work.

If Janet is in the company’s busy loading dock shewill sometimes take a pen and paper with her sothat she can communicate quickly with hercolleagues by writing notes.

Because Janet works in her office and in the busyloading area, it is important that she is alerted toany health or safety emergency. She carries avibrating pager linked to the company’s alarmsystem. In addition, two of her colleagues havebeen assigned responsibility to alert Janet inperson and by text message in the event of anyemergency.

Control measures

Janet’s advice and expertise helped her employerto provide the following effective health andsafety control measures:



Case studies

� Janet was given a written health and safetybriefing as she was walked through thebuilding and shown the fire exits at herinduction.

� Janet’s office has a flashing alarm,placedwhere she can easily see it from her desk.Other places in the building also haveflashing alarms.

In addition to other established safetyprecautions, the following additional controlmeasures are in place in the loading dock:

� All staff members are aware that Janet maynot hear approaching vehicles or any shoutedwarnings. Safety and alert routines have beenmodified accordingly, following consultationwith Janet about her needs, and are practisedregularly.

� Flashing warning lights are in place on allvehicles and forklifts, and are regularly testedto ensure they are working properly.

� There are mirrors at all intersections withinthe company’s loading dock and warehouseso that Janet can see if a vehicle isapproaching.The drivers can also see her.


06/


Useful contacts /07

Assistive technologyCitizens Information BoardGeorges Quay House43 Townsend StreetDublin 2

LoCall: 1890 277 478SMS: 086 383 7644Email: [email protected]:www.assistireland.ie

Aware72 Lower Leeson StreetDublin 2

Tel: (01) 661 7211Helpline, LoCall: 1890 303 302Fax: (01) 661 7217Email: [email protected]:www.aware.ie

Brainwave249 Crumlin RoadDublin 12

Tel: (01) 455 7500Fax: (01) 455 7013Email: [email protected]:www.epilepsy.ie

Central Remedial ClinicVernon AvenueClontarfDublin 3

Tel: (01) 854 2200Fax: (01) 833 6633Email: [email protected]:www.crc.ie

DeafHear35 North Frederick StreetDublin 1

Tel: (01) 817 5700Fax: (01) 878 3629Text Messages: (01) 878 3629Minicom: (01) 817 5777Email: [email protected]:www.deafhear.ie

Disability Federation of IrelandFumbally CourtFumbally LaneDublin 8

Tel: (01) 454 7978Fax: (01) 454 7981Email: [email protected]:www.disability-federation.ie


For further information contact:

Health and Safety AuthorityWorkplace Contact UnitMetropolitan BuildingJames Joyce StreetDublin 1

LoCall: 1890 289 389Email:[email protected]: (01) 614 7125Website:www.hsa.ie

Advice may also be sought from:


Useful contacts

Enable Ireland32F Rosemount Park DriveRosemount Business ParkBallycoolin RoadDublin 11

Tel: (01) 872 7155Fax: (01) 866 5222Email: [email protected]:www.enableireland.ie

FÁS (Foras Áiseanna Saothair)Training and Employment Authority27–33 Upper Baggot StreetDublin 4

Tel: (01) 607 0500Fax: (01) 607 0600Website:www.fas.ie

Inclusion Ireland(National Association for People with anIntellectual Disability)Unit C2,The SteelworksFoley StreetDublin 1

Tel: (01) 855 9891Fax: (01) 855 9904Email: [email protected]:www.inclusionireland.ie

IrishWheelchair AssociationÁras ChúchulainnBlackheath DriveClontarfDublin 3

Tel: (01) 818 6400Fax: (01 0 833 3873Email: [email protected]:www.iwa.ie

Mental Health IrelandMensana House6 Adelaide StreetDún LaoghaireCo.Dublin

Tel: (01) 284 1166Fax: (01) 284 1736Email: [email protected]:www.mentalhealthireland.ie

National Disability Authority25 Clyde RoadDublin 4

Tel: (01) 608 0400Fax: (01) 660 9935Email: [email protected]:www.nda.ie

NCBI – National Council for the Blind ofIrelandWhitworth RoadDrumcondraDublin 9

Callsave: 1850 334 353Fax: (01) 830 7787Email: [email protected]:www.ncbi.ie

Schizophrenia Ireland38 Blessington StreetDublin 7

Tel: (01) 860 1620Helpline, LoCall: 1890 621 631Fax: (01) 860 1602Email: [email protected]:www.sirl.ie


07/



HSA0315ISBN: 978-1-84496-107-8


Employees withDisabilities - Home - Health and Safety ......to assist employers to provide a healthy and safe workplace for employees withdisabilities. 02 HealthandSafetyAuthority

Documents