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Teaching, Aspergers and capability proceedings

RidleyRumpus

Hi,

After a degree in Physics, a career in SW I started a new career teaching Physics in secondary school 14 years ago.

I have struggled for some time with complaints from parents and students for reasons that I struggle to fathom as the students results have at least been in line with other teachers (who receive few if any complaints)

I have suffered from anxiety and depression for some years.

I have often put my problems down to a complete inability to remember student (and even teachers names), even after I have taught them for years. I have raised this as an issue and I have been advised to use the old chestnuts which just do not work for me. I have found that I seem to annoy colleagues with apparent rudeness/abruptness which has gone against me. I was not happy that my head of department accused me of having Aspergers in from of my department in a meeting when I asked her to clarify something. In retrospect she may have been on to something even if her communication skills were flawed.

My ex wife also thought I was on the spectrum but I had put that down to her not being very nice....

However the school have now moved to put me through capability (essentialy a dismissal) on pretty flimsy evidence. This sent my anxiety through the roof and I have been signed off for some time. I applied for help with my local IAPT service and the worker there also suggested Aspergers as a contributor. 

After some pondering/research which showed me that the traits fitted my to a tee. I took the plunge and was tested and was diagnosed as having Aspergers.

Now should I tell the school?

If so then what difficulties do you think I could face in the classroom as an Aspie and what should/could I ask for as reasonable adjustments?

Parents
  • Former Member
    Former Member

    Hi, I'm on my mobile phone so hard to type. Access to work should provide a workplace assessment including recommendations for reasonable adjustment.

    As your union to require even informal capacity is halted until the assessment is complete, and until 6 months after all reasonable adjustments are fully in place. Don't be afraid to use your GP to sign you off for stress due to the capability on top of a new diagnosis. Believe me, it puts capability to a fast stop.

    Your workplace assessor will have a number of ideas to help. It's worth asking that included in the package is training of your direct line manager and colleagues in the science department whom you have regular dealings with are trained in hidden disabilities awareness.

    With complaints, I am pretty sure this will be a mix of discrimination, plus you likely being more stressed so less able to use coping mechanisms you already have. Reduce the stress then hopefully you will have less complaints.

    I have supported my best friend through three separate attempts to dislodge him from a council job he is very good at. Every time it came when a new manager though that the reasonable adaptions were pandering to him and they were eroded (like lowering the screens in his cubicle because everyone should work in open plan space!)

    Most recent one he got reassessed by access to work (as he'd not been seen 5 years)and they gave him a terrific package of support and promised in front to HR in the council to represent him in a tribunal against the council for discrimination if they didn't implement everything.

    I suspect you are with Unison. If you are ring central office to discuss your case. You may get a specialist rep.

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  • Former Member
    Former Member

    Hi, I'm on my mobile phone so hard to type. Access to work should provide a workplace assessment including recommendations for reasonable adjustment.

    As your union to require even informal capacity is halted until the assessment is complete, and until 6 months after all reasonable adjustments are fully in place. Don't be afraid to use your GP to sign you off for stress due to the capability on top of a new diagnosis. Believe me, it puts capability to a fast stop.

    Your workplace assessor will have a number of ideas to help. It's worth asking that included in the package is training of your direct line manager and colleagues in the science department whom you have regular dealings with are trained in hidden disabilities awareness.

    With complaints, I am pretty sure this will be a mix of discrimination, plus you likely being more stressed so less able to use coping mechanisms you already have. Reduce the stress then hopefully you will have less complaints.

    I have supported my best friend through three separate attempts to dislodge him from a council job he is very good at. Every time it came when a new manager though that the reasonable adaptions were pandering to him and they were eroded (like lowering the screens in his cubicle because everyone should work in open plan space!)

    Most recent one he got reassessed by access to work (as he'd not been seen 5 years)and they gave him a terrific package of support and promised in front to HR in the council to represent him in a tribunal against the council for discrimination if they didn't implement everything.

    I suspect you are with Unison. If you are ring central office to discuss your case. You may get a specialist rep.

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