Manager responsibilities to new & current staff with a disability

There are many stages in the employment cycle when Managers and Supervisors can ask staff if they require workplace adjustments (during the recruitment phase, on appointment, during the onboarding phase, during an annual performance review, when there is a change in work function or role).

• Workplace adjustments can be requested by staff at any point in the employment cycle.
• Workplace adjustments may need to change to meet recruitment needs, workplace changes, career development opportunities.
• Information on work place adjustments can be found in the Workplace Adjustments Supervisor Information Guide, the Workplace Adjustments Staff Information Guide and the Disability Action Plan Share Point site.
• Job Access provides funding for eligible staff workplace adjustments via the Employment Assistance Fund (EAF) Program for eligible staff.  Further information on support services is available here.
• Otherwise contact injurymanagement@anu.edu.au for other funding options or alternatives that may be available.

New staff member

You have a new staff member coming on board who has disclosed to you that they have a disability, illness or medical condition. They may require reasonable adjustments to their work environment so that they can perform in their role to the best their ability.

Your responsibilities

As a manager, you should:

• find out if they require workplace adjustments.

Note: Do not assume everyone needs adjustments. Ask them first then action if necessary.

What next?

Find out whether workplace adjustments are required.

Current staff member

Not all disabilities are present at birth. Many people can acquire disability through accident, the ageing process or illness.

Whether or not it is someone who has acquired a disability or who is having difficulty managing their pre-existing disability, it is not your role as a manager to assess the person's disability or to manage it for them.

Your responsibilities

As a manager, you should:

• understand how their disability is affecting their ability to carry out the inherent requirements of the job
• ask the appropriate questions of them and relevant practitioners to gain this understanding
• provide support and understanding whilst they adjust to their new situation and work towards managing effectively again
• provide reasonable adjustment where possible so that they are able to return to their substantive position.
• ensure that there is open communication and understanding between you and your staff member in this journey.

Relevant ANU Policies

• ANUP_000405_ Policy Disability 
• ANUP_001227_Policy Equal Opportunity 
• ANUP_000482_Policy Work and Study Flexibility
• ANUP_000683_Procedure_Management of Non-work Related Injury, Illness and Disability
• ANUP_000598_Procedure Home Based Work

Disclosure

There are a number of ways disability can be disclosed. The following situations are relevant to you as a manager and it is important you act immediately so as not to unnecessarily exacerbate anything further.