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Hosting visitors at work

Feenixrocks

Is it reasonable to ask a disabled person (who cant walk) to host visitors in a work place? As in you would have to **** them around the building that you cannot fully access yourself?

I am being pressured to do it, despite saying I cannot do it previously. I have pushed back to highlight the H&S risks, in case of fire I cannot **** a visitor out of a building and in fact have a PEEP in place myself (maybe they expect us to double up on the evac chair 🤣)

My line manager and her line manager are "discussing it" and I am worried, I keep getting into so much trouble 😶 Thanks.

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Comments

Albus_Alumni

If you yourself can't fully get around the building, it would seem mighty silly to ask you to **** visitors around. They'd not be able to get the full experience. You'll not get in trouble for not being able to do something and if they do try anything, you have the law on your side.

HappyDays62

@Wheeled_weapon and Albus are right. Ensure you have a written record of ALL conversations, and the law is on your side. Speak to HR, who will support you (don't be scared to speak up because you feel intimidated). Do not have any unrecorded 'chats' in the corridor, or wherever. Your employers have a duty of care to support you. Therefore, they would have no legal support for trying to make you do something that is beyond your capabilities. Hold tight. They would 100% lose a tribunal, if it came to that, as it's tantamount to bullying (and possibly harassment).

Littlefatfriend

Do you have (or could you get) a copy of your job description Feenixrocks?

That should answer the question immediately.

RE your disability and H&S at work, I'd assume your PEEP should identify who will assist you in an emergency and how. It appears you would be helping to host your employer's visitor(s) and if that is to be included in your role, the PEEP should include plans to evacuate any visitors you're hosting on your employer's behalf. They should know who is responsible for that process.

Details may be very important here and it should be possible to establish them precisely. We all have/deserve clear boundaries.

If I was you I'd ask the managers what issues they're discussing ("In case I can help clarify..."), explaining my concerns.

H&S at work used to be an extremely litigious field. I believe things have improved but that relies on everyone being clear about where they stand/sit.

Good luck

Feenixrocks

Thanks all, my job is desk/computer based, I am a system engineer and I have an OH reasonable adjustment in place which states I struggle to access the building and only attend if necessary (otherwise wfh).

I am currently going through a grievance that covers nearly 2 years, and the project managers I have raised it against sent out mails putting me down as host without speaking to me, knowing I cannot walk. I challenged them and they said "someone has left and we assumed you would pick this up", it is most definitely not part of my job description.

I manage a team of 6 people, and 2 of them have already raised complaints against the same people, I know one got upheld (not related to disability, just bullying). They are dreadful people but protected by a senior manager. I suppose there is only so much they can get away with though!?