Electroválvulas de las bombonas de metano

A2 Turning now to named person ....

a. Did you have any particular concerns about taking on named person?

Explore:

- concerns about effects on their health or well-being - ability to do the job well enough

- having to take time off work

- effects on the organisation’s performance - effects on other employees

- attitudes of other employees - communication issues - anything else?

b. Did the organisation make any changes specifically for named person, other than through Access to Work ?

IF YES:

i. Can you tell me what these changes were?

Explore:

- new or adapted equipment at work - training adapted to their disability - alterations to the premises - extra help from other people at work - employed a support worker - lifts/fares to work

- lifts/fares in work - adjusted tasks - adjusted hours - home working - anything else.

129 - needed the employees’ skills

- legal obligation - social obligation - organisation policy - union agreement - any other reasons

iii. Can you give me an idea of the costs of these changes?

A3 I would like now to ask you about named person and their Access to Work support. a. First, can I check if you were involved in any way in taking him/her on?

Remind respondent when named person was taken on

b. Did you or anyone else in the organisation know that he/she would get Access to Work support when he/she was taken on?

c. Do you know what support he/she got from Access to Work around the time that he/she took up the job?

Remind or inform respondent.

130

goes from 1 to 100. I will read you a question and ask you to put your answer somewhere on the scale. Then I will ask you why you put your answer there. We have found this way of asking people about their views works well.

ASK VERBATIM

Thinking of named person, we are interested in what would have happened if help from Access to Work had not have been available at the time he/she joined the organisation. I am going to read you a series of statements and ask you to say how far you agree or disagree on a scale from 1 to 100.1 means you totally disagree and 100 means you agree completely.

If Access to Work had not been available at the time he/she joined the organisation ... He/she would not have been offered the job Why do you say that? He/she could not have stayed in the job Why do you say that? He/she would have carried on without it Why do you say that?

ASK ACCORDING TO ACCESS TO WORK SUPPORT WHEN TAKING UP THE JOB

The organisation would have paid for the Why do you say that? special equipment needed

How appropriate would it have been to pay? Why do you say that? The organisation would have paid for the Why do you say that? alterations to the premises needed

How appropriate would it have been to pay? Why do you say that? The organisation would have paid the costs Why do you say that? of taxis to work

How appropriate would it have been to pay? Why do you say that? The organisation would have provided Why do you say that? transport to work

How appropriate would it have been to pay? Why do you say that? The organisation would have paid the costs Why do you say that? of travel in work

How appropriate would it have been to pay? Why do you say that? The organisation would have paid for a Why do you say that? support worker

How appropriate would it have been to pay? Why do you say that?

IF NEITHER TOTALLY DISAGREE NOR TOTALLY AGREE THAT WOULD HAVE PAID

You said that it was nottotally impossible that the organisation would have paid towards --- What proportion of the costs do you think the organisation might have paid?

IF MORE THAN ONE ITEM OF SPECIAL EQUIPMENT OR ALTERATION TO THE WORKPLACE

131

B1. The next part is about existing employees. Have you had experience in the last three years of (other) employees with problems related to ill-health or disability that affected their ability to do their job fully?

IF YES:

a. Did you have any concerns about them staying in the job?

Explore:

- concerns about effects on their health or well-being - ability to do the job well enough

- having to take time off work

- effects on the organisation’s performance - effects on other employees

- attitudes of other employees - anything else?

b. How many people are we talking about here?

c. Has the organisation made any changes for these people with problems related to ill-health or disability, other than through Access to Work?

Explore:

- new or adapted equipment at work - training adapted to their disability - alterations to the premises - extra help from other people at work - employed a support worker - lifts/fares to work

- lifts/fares in work - adjusted tasks - adjusted hours - home working - anything else?

IF CHANGES MADE FOR AN EXISTING EMPLOYEE:

Some employers don’t make changes. Why did you?

Prompt:

- needed the employees’ skills - legal obligation

- social obligation - organisation policy - union agreement - any other reasons?

d. Looking back, were there any (other) changes the organisation might have made to make it easier for these people to carry on in their job?

Explore:

- new or adapted equipment at work - training adapted to their disability - alterations to the premises - extra help from other people at work - employed a support worker - lifts/fares to work

- lifts/fares in work - adjusted tasks

- adjusted hours - home working

132 Prompt:

- costs

- expertise for making changes ( knowledge of appropriate equipment etc, sourcing appropriate equipment, knowledge of the effects of disability on work)

- lack of staff to arrange changes - attitudes of managers

- attitudes of other employees - any other difficulties?