Well I have had a case conference done at work, without me between an Atos Dr, HR and my line manager. My assesment report from Atos put the wrong info down but they went ahead anyway.
Apparently the fact that I cant hardly move at times and the fact that I was not on any other medication other than Tramadol and Naproxen (as I am being test, prodded and pocked in every direction) that my case is not server it is moderate, even though I am on steriods!!!!!
They dont seem to care about how much pain I have been in and how hard it has been. Jus to say it was moderate dont make me feel any better!!!!
Where do employers get off???
Sorry for moanng just gets to me really.
Claire
0
Comments
Is there anything you can do about this. It all seems a bit underhand and unfair. Do you have a union rep? I would definetly put in a formal complaint especially about the ATOS report.
Anne
I find it unreal that they have held a meeting like that without you being present, did they have communications from GP and Consultants etc with their assessment of your condition and how it affects you on a daily basis and what happens when it gets worse during a flare.
I would be making sure they have followed all the procedures and rules that they should have done in your case. And have all the information that is needed to make an informed judgement.
It is a sad fact that your employers were probably acting within the law when holding this meeting in your absence as their internal mechanisms and contractual arrangements 'allow' for them to meet to discuss your 'case' without you being present!.
I had the same rotten dis-empowering experience with my employers and I had the union check out the legality of me being 'excluded'....only to find it was legal!.
What I did do was demand a copy of the agenda and I submitted my own views in writing item by item for the meeting so that they had to be acknowledged and minuted....I also asked for a copy of the minutes after so that I could address any errors etc.
I would suggest that you/ union ask for a copy of the minutes and the agreed actions/ timescale etc. so that you can challenge what was said and agreed, especially as you believe it was based on erroneous information.
You can also ask for (demand) another assessment as you do not believe the original covered / identified all of your needs under DDA....
...I did and had further assessments done that were professional thorough and accurate, so I know it is possible!!!.
keep using the union and keep on challenging anything the employers do that tramples on your rights.
it's the only way unfortunately that you will get the outcome you deserve.
Iris x