Category: Disability Discrimination

Exploring Time Disparities, Comparative Analysis of Task Completion

November 22, 2023 / Andrew Jones

Work-place, remote working — **Image Credit**

EMOTIONAL DISTRESS – DISABILITY DISCRIMINATION – LITIGATION

No Win No Fee!

Exploring Time Disparities: A Comparative Analysis of Task Completion for Disabled and Able-Bodied Individuals

Diversity and inclusion, it is crucial to examine the various challenges faced by individuals with disabilities. One aspect that often goes unnoticed is the time it takes for disabled individuals to complete tasks compared to their able-bodied counterparts.

The Complexity of Task Completion:

The time it takes to complete a task is influenced by numerous factors, including physical abilities, cognitive functions, environmental considerations, and the availability of assistive technologies. Disabled individuals may face additional hurdles such as mobility issues, pain, fatigue, or the need for adaptive tools, all of which can impact the efficiency of task completion.

Physical and Mobility Challenges:

Disabled individuals with mobility impairments may require more time to navigate spaces, access facilities, or travel from one point to another.
Daily activities like dressing, bathing, or cooking may take longer due to limited physical dexterity.

Cognitive Considerations:

Cognitive disabilities can affect information processing and decision-making, potentially elongating the time needed to comprehend and execute tasks.
Individuals with conditions like ADHD or dyslexia might require additional time for reading, understanding instructions, or organizing thoughts.

Environmental Factors:

The built environment often poses challenges. For instance, a building without ramps or elevators may significantly slow down a wheelchair user.
Lack of accessibility features, such as tactile signage or audio cues, can impede efficient navigation for individuals with visual impairments.

Assistive Technologies:

While assistive technologies enhance the independence of disabled individuals, learning to use them and incorporating them into daily tasks may initially increase the time required for completion.
Technological advancements continually improve efficiency, but access to these tools can be limited due to factors like cost or awareness.

The Importance of Perspective:

It is essential to approach this discussion without perpetuating stereotypes or making assumptions about the capabilities of disabled individuals. Each person’s experience is unique, and the impact of a disability on task completion varies widely. Furthermore, societal attitudes, workplace accommodations, and the availability of support networks play crucial roles in shaping the experiences of disabled individuals.

Promoting Inclusivity

Education and Awareness:

Increased awareness about the diverse nature of disabilities can break down stereotypes and foster empathy.
Educational programs and workshops can help promote understanding and inclusivity in both personal and professional settings.

Accessible Environments:

Designing environments with universal accessibility in mind can contribute significantly to reducing time disparities.
Governments, businesses, and communities should prioritize infrastructure modifications to ensure inclusivity for everyone.

Flexible Work Policies:

Employers can implement flexible work policies that accommodate the diverse needs of their workforce, including extra time allowances for certain tasks.
Recognizing and valuing the unique skills and perspectives of disabled individuals can contribute to a more inclusive workplace culture.

Navigating the Challenges: The Experience of Disabled Individuals Forced to Work from Home

The advent of remote work has transformed the employment landscape, offering flexibility and accessibility to many. However, for disabled individuals, the shift to working from home has brought both opportunities and unique challenges.

The Promise of Inclusivity: Remote work initially held the promise of greater inclusivity for disabled individuals. The flexibility to work from home could potentially alleviate barriers associated with commuting and navigating physically inaccessible workspaces. Many saw this shift as an opportunity for a more level playing field in the employment arena.
Physical Accessibility Challenges: Despite the potential benefits, the reality for disabled individuals working from home is complex. While the home environment is customizable, it may not always be conducive to the unique needs of individuals with disabilities. Physical accessibility issues persist, and adapting home spaces to accommodate specific mobility aids or ergonomic requirements can be challenging.
Technological Barriers: The digital transformation accompanying remote work has presented its own set of challenges. Disabled individuals may face barriers in accessing or using certain technologies, from video conferencing tools lacking adequate accessibility features to document-sharing platforms that may not be screen-reader friendly. Ensuring that remote work technologies are inclusive is vital for an equitable work environment.
Isolation and Mental Health: Working from home can lead to feelings of isolation and disconnect, and this impact is amplified for disabled individuals. The absence of in-person interactions may exacerbate feelings of loneliness and negatively impact mental health. It is crucial for employers to recognize and address the mental health aspects of remote work for all employees, with a special focus on the unique challenges faced by disabled individuals.
Workplace Accommodations: Traditional workplaces often provide accommodations tailored to the needs of disabled employees. However, remote work may pose challenges in ensuring the continuation of these accommodations. Employers must actively engage with their disabled workforce to identify and implement necessary adjustments, ensuring a seamless transition to remote work without compromising accessibility.
Advocacy and Inclusive Policies: To address the challenges faced by disabled individuals in the remote work landscape, there is a pressing need for advocacy and the implementation of inclusive policies. This includes fostering a culture of understanding, providing training on accessibility, and actively involving disabled employees in decision-making processes related to remote work.
Flexibility and Customization: Recognizing the diverse needs of disabled individuals, employers should embrace flexibility and customization in remote work arrangements. This includes accommodating varied work hours, allowing for breaks when needed, and providing the necessary tools and technologies that cater to individual requirements.

The Unseen Hurdle: Landlords Unwilling to Accept Home-Based Work

The widespread adoption of remote work has ushered in a new era of flexibility and adaptability in the professional landscape. However, for some individuals seeking to work from home, a less visible yet significant obstacle has emerged – landlords unwilling to accept tenants conducting work within the confines of their rented space.

Outdated Lease Agreements: Many lease agreements were crafted long before remote work became a mainstream practice. As a result, the language within these agreements may not account for the realities of a work-from-home lifestyle. Some landlords may interpret their lease terms as prohibiting commercial activities, inadvertently hindering tenants from engaging in remote work.
Concerns Over Increased Wear and Tear: Landlords may express concerns about the potential wear and tear on the property associated with a home-based work setup. Increased foot traffic, the use of office equipment, and alterations to the property to accommodate a home office may be perceived as potential sources of damage, leading some landlords to resist the idea of tenants working from home.
Zoning Restrictions: Zoning regulations in certain areas may restrict or prohibit specific types of commercial activities within residential spaces. Landlords, in an effort to comply with local laws, may resist tenants working from home to avoid potential legal complications or penalties associated with violating zoning regulations.
Noise and Disturbance Concerns: Home-based work often involves regular video calls, conference meetings, and other audible activities. Landlords may worry about potential disturbances caused by increased noise levels, leading them to resist the idea of tenants conducting professional activities within the confines of their rented homes.
Insurance and Liability Issues: Landlords may be concerned about potential liabilities associated with tenants working from home. Issues related to increased utility usage, the installation of office equipment, or potential accidents during work hours may be perceived as risks that landlords are unwilling to shoulder.
Lack of Understanding: A lack of awareness and understanding about the changing nature of work can contribute to landlords being resistant to the idea of tenants working from home. Educating landlords about the prevalence of remote work and its benefits can be crucial in fostering a more receptive attitude.
Negotiation Challenges: Tenants encountering resistance from landlords may face challenges in negotiating lease terms that accommodate remote work. Striking a balance between the needs of the tenant and the concerns of the landlord requires effective communication and a willingness to find mutually beneficial solutions.

The Perils of Compulsory Work Return for Disabled Individuals: Mental Health Risks and Discrimination Concerns

In the push for economic recovery and the normalization of workplace activities, the call to return to in-person work has grown louder. However, for disabled individuals, the prospect of being forced back into traditional work settings poses significant risks, ranging from mental health challenges to potential discrimination.

Mental Health Implications: Disabled individuals may face unique mental health challenges that can be exacerbated by a return to the traditional workplace. The stress of commuting, navigating physically inaccessible environments, and conforming to rigid work schedules can contribute to heightened anxiety and depression, particularly for those with conditions that are sensitive to environmental stressors.
Impact on Productivity and Well-Being: The push for a return to in-person work may lead to decreased productivity and diminished overall well-being for disabled individuals. The disruptions caused by transitioning from a home-based work environment, where accommodations are often tailored to individual needs, to a less flexible and potentially less accommodating workplace can significantly affect performance and job satisfaction.
Disability Discrimination: Forcing disabled individuals back into a traditional office setting without considering their unique needs can be tantamount to disability discrimination. The failure to provide reasonable accommodations, such as accessible workspaces, flexible schedules, or assistive technologies, may infringe upon the rights of disabled employees and create a hostile work environment. Furthermore, employers may find disabled people at high risk and pose health and safety problems.
Physical Barriers and Health Risks: Traditional workplaces may pose physical barriers that can compromise the health and safety of disabled individuals. From inaccessible facilities to crowded public transportation, returning to an in-person work environment may expose disabled individuals to heightened health risks, further contributing to stress and anxiety.
Lack of Flexibility: Many disabled individuals require flexible work arrangements to manage their health effectively. The rigid structures of in-person work may not align with the diverse needs of disabled employees, leading to increased challenges in maintaining work-life balance and overall well-being.
Strain on Support Systems: Disabled individuals often rely on support systems, whether it be personal caregivers or adaptive technologies, to navigate their daily lives. A return to the traditional workplace may strain these support systems, potentially hindering the ability of disabled individuals to perform their job responsibilities effectively.
Legal and Ethical Considerations: Forcing disabled individuals back into the workplace without due consideration for their unique needs may have legal implications. Employers are obligated under various disability discrimination laws to provide reasonable accommodations, and failing to do so can result in legal consequences and damage to the employer’s reputation.
Technological Barriers: While technology has facilitated remote work, it also presents a range of barriers for disabled individuals. The lack of accessibility features in certain platforms and tools can hinder their ability to fully engage in virtual meetings, collaborate on digital documents, or navigate online workspaces. Ensuring that remote work technologies are inclusive is crucial for breaking down these initial barriers.
Home Workspace Adaptation: Creating an accessible home workspace can be a challenge for disabled individuals. Mobility constraints may require adjustments such as ergonomic furniture, accessible computer setups, or the installation of assistive technologies—all of which may come with associated costs. Not everyone has the financial means to create an ideal home office environment.
Isolation and Mental Health: Remote work, while providing flexibility, can lead to increased feelings of isolation and loneliness, particularly for disabled individuals who may already face challenges in socializing. The absence of in-person interactions can impact mental health, emphasizing the need for employers to foster a supportive virtual work culture and encourage regular communication.
Flexibility and Work-Life Balance: While remote work is often praised for its flexibility, disabled individuals may face challenges in establishing a clear boundary between work and personal life. The blurred lines between home and office can make it difficult to maintain a healthy work-life balance, potentially leading to burnout and increased stress.
Communication and Collaboration: Remote work heavily relies on digital communication and collaboration tools, but these may not always cater to the diverse communication needs of disabled individuals. Hearing-impaired individuals, for example, may struggle with virtual meetings that lack real-time captioning. Employers must be attentive to these communication challenges and provide alternative solutions.
Inclusive Policies and Accommodations: Establishing inclusive policies and providing necessary accommodations is essential for ensuring that remote work is accessible to all. Employers must actively engage with disabled employees to understand their specific needs and implement accommodations, such as flexible schedules, alternative communication methods, or customized assistive technologies.
Access to Professional Development: Remote work can sometimes limit access to professional development opportunities that typically occur in a physical office setting. Disabled individuals may miss out on networking events, mentorship programs, or informal learning opportunities. Employers should actively seek ways to replicate these experiences in a virtual environment to ensure equitable professional growth for all employees.

Conclusion:

Recognizing and addressing the time disparities between disabled and able-bodied individuals is a crucial step toward building a more inclusive society. By understanding the multifaceted nature of these challenges and actively working to eliminate barriers, we can create environments that empower all individuals to participate fully in every aspect of life. Through education, awareness, and thoughtful policies, we can foster a world where task completion is a matter of capability rather than a reflection of one’s physical or cognitive differences.

Disabled individuals forced to work from home face a unique set of challenges including landlords’ terms and conditions, that demand thoughtful consideration and proactive solutions. By fostering an inclusive and accommodating work environment, employers can contribute to a more equitable future where disabled individuals can thrive professionally, regardless of their physical or cognitive differences.

The reluctance of some landlords to accept tenants working from home highlights an often-overlooked dimension of the evolving work environment. As remote work continues to shape the way we live and work, it is essential for landlords, tenants, and policymakers to engage in open dialogue, update lease agreements where necessary, and foster an environment that accommodates the changing nature of work. Finding common ground is key to ensuring that individuals can pursue their professional aspirations without unnecessary barriers in the place they call home.

Compelling disabled individuals to return to traditional work settings without thoughtful consideration for their unique circumstances can lead to severe mental health complications and may amount to disability discrimination. It is essential for employers and policymakers to prioritize inclusivity, flexibility, and reasonable accommodations to ensure that all individuals, regardless of their abilities, can contribute to the workforce in a manner that promotes both professional success and personal well-being.

If we had funding we would be able to employ disabled people, such as digital marketers, content writers, website designers, salespeople, and social media managers. We are not interested in loans, we are interested in grants or venture capital investments. Anyone interested in supporting us please reach out to us here.

Disability UK Editor Stonewalled By DWP

November 13, 2023 / Disabled Entrepreneur -Disability UK

DISABILITY DISCRIMINATION – DATA BREACH – EMOTIONAL DISTRESS

No Win No Fee!

01/12/23 Update

After successfully logging my complaint on the 16th of November 2023 over the phone, I was told to wait 15 days to get a response. I have cognitive impairment and sometimes forget, so I phoned Monday 25th November 2023, and was told to wait 4 more days.

Four days came and went, I did not receive anything so phoned them again. This time I was put on hold for 50 minutes before being put through to a case manager, a lovely gentleman with a Liverpool accent (R) who made me feel at ease and was empathetic. This was a refreshing change from some of the gatekeepers I have dealt with in the past. We talked for an hour and ten minutes and I managed to say nearly everything in this article, however, I was told it was out of his hands and that my complaint had been passed to another team and I simply had to wait for them to get in touch.

I asked how long I should wait even though I found a citation that I quoted was 18 months which the agent was not aware of.

THE AGENT WAS SURPRISED WHEN I SAID IT MAY TAKE 18 MONTHS FOR A COMPLAINT TO BE RESOLVED!

I do not open my mouth unless I have substantial evidence to back my claims.

I am not going to wait 18 months to get my complaint heard.

I was also told that the complaint I made, about the assessor should have been logged with the agency (Capita) and not with DWP, even though Capita told me they could not do anything and that I had to contact DWP.

DWP told me today to go back to Capita.

Today is my 8th phone call.

I was told that the emails on the GOV websites should have been updated two years ago as they stopped using (.gsi) in their emails, hence why emails have been bouncing. I have published the emails that work towards the end of this article.

Do they need a website designer as I am willing to take on the job?

This whole scenario is exhausting and I pity people who have not got a voice or a platform to vent. To think I am trying to help people get back to work to avoid sanctions and this is how DWP thank me.

I was told I should send another email with my attachment seeing I now have permission to email. This has purposely been done to make people give up, but I love a challenge. I am now going full-on Rambo, and I am NOT going to be accepting apologies or their £50 gestures of goodwill.

I WANT TO SEE JUSTICE AND A CHANGE IN THE SYSTEM!

EMOTIONAL DISTRESS – DISABILITY DISCRIMINATION – DATA BREACH

No Win No Fee!

USEFUL RESOURCES

13/11/23 Disability UK Editor Stonewalled By The DWP (Timeline)

I am being stonewalled by the DWP. Regardless if I mentioned that stonewalling can impact someone’s mental health, they do not care and will purposely avoid dealing with the issue in the hope you will give up and go away. Unlike most people, I fight for my rights and do not give up easily. https://disabledentrepreneur.uk/the-impact-on-stonewalling-patients/ I have in total emailed 30 times, and phoned 6 times each call taking about an hour including waiting time getting through, trying to register a complaint.

Complaint: ‘How I Have Been Treated’.

My formal complaint:

Disability Discrimination: (DWP) assumed that because I have mental health conditions, I am deemed to be able to do things of an abled body person, which is a contradiction as I suffer from OCD -germ contamination). My medical records were never accessed as the assessor was asking for dates of when I was diagnosed, she also did not know what one of the medications was and asked me to clarify. I believe I have been subject to discrimination based on my disability. Despite my entitlement to reasonable accommodations, I have faced consistent challenges in accessing services and support that are essential for my well-being. This treatment has left me feeling marginalized and disadvantaged due to my disability, which is not in line with the principles of equality and non-discrimination.
Breach of the DWP’s Code of Conduct: (Trigger Questions – Questions about Suicidal Thoughts. The DWP’s Code of Conduct outlines the expected standards of behavior and service provision for its staff. I have experienced an incident where a PIP assessor on behalf of the DWP has acted in a manner that does not adhere to these standards. This includes a lack of empathy, respect, and professionalism when dealing with my specific needs and concerns. I was subjected to immense distress answering questions that were making me feel uncomfortable. I repeated serval times that the line of questioning was making me distressed, but the assessor persisted stating she was unaware the questions were a trigger and that she had to ask the questions. (A professional psychologist would ask on a scale of 1-10 how you are feeling and if have you ever felt low, NOT: (have you ever thought of self-harming or ever tried to commit suicide).
Data Breach: I recently became aware of a data breach involving my personal information within the DWP. This breach has raised serious concerns about the security and confidentiality of my sensitive data, which has been mishandled, potentially exposing me to identity theft and other risks. (Lost Report sent by 2nd class Royal Mail on 12/10/23 not received– Someone has my personal information, I have also asked for a copy to be sent via email which the DWP has refused to do. This is very concerning. Data Protection Laws**: The mishandling of my personal data not only constitutes a data breach but also raises concerns about the DWP’s compliance with data protection laws. The failure to protect my sensitive information infringes on my right to privacy and data security, which is protected under the General Data Protection Regulation (GDPR). The General Data Protection Regulation (GDPR) and the Data Protection Act 2018 govern the processing of personal data in the UK and the EU (If the assessor recorded the call without telling me and then went on the share the recording with DWP, she would have breached data protection laws. She would also have to release the call recording if requested by law, which I have done, multiple times, yet DWP claims to not know of a phone recording). I have just received the report that has very sensitive information and mentions this website in the report I requested this report 4 times so that means 3 copies have gone astray and God knows who has read this report and the damage to my reputation. Furthermore, the report is incorrect as the assessor lied in the report. (I have addressed this in my addendum letter).
Emotional Distress: The cumulative impact of the aforementioned issues has resulted in significant emotional distress. The discrimination, lack of support, and the data breach have taken a toll on my mental well-being, causing anxiety, stress, and emotional suffering. (Emotional distress caused by discrimination, humiliation, and data breach has had a significant impact on my mental health and well-being. I am now struggling with my mental health and find it hard to do any work (my business has now been affected because I am struggling to work), my mental health has deteriorated as I now have intrusive thoughts and paranoia, my OCD has shot through the roof). Where I was making progress with my mental health DWP successfully damaged my wellbeing.
Request For Correction – Information rights complaint: I am concerned that my personal information was not handled properly. I understand that before reporting my complaint to the Information Commissioner’s Office (ICO) I should give you the chance to deal with it. If, when I receive a response, I would still like to report my complaint to the ICO, I will give them a copy of it to consider. You can find guidance on your obligations under information rights legislation on the ICO’s website (www.ico.org.uk) as well as information on their regulatory powers and the action they can take.

1. Disability Discrimination

For obvious reasons, I am not going to go into too much detail about this, however, DWP has assumed I can do things of an abled-bodied person even though I have OCD. https://disabledentrepreneur.uk/can-you-get-pip-if-you-have-ocd/

Not once in the conversation with the assessor did she ask how I manage my OCD or the length of time it takes me to do things.

I have written a letter that I have attempted to send to DWP and no one wants to pass it on ( Can you hear alarm bells).

2. Breach Of the DWP Code Of Conduct

The assessor failed to comply with the code of conduct relating to how the assessor did the assessment. I addressed my concerns in the letter that no one wants to pass on. I have the name of someone in DWP and will liaise with this individual by sending the link to this article. He already has the body content of the addendum letter dated 06/11/23 and he claims he could not open the PDF attachments because the system had flagged them. Worst-case scenario I will redact my address off all the letters from my doctor and the solicitor’s letter including sensitive data and post them here. Even the letters I have from my GP and Solicitor are not as sensitive as the content of the report. I do not hide the fact I have OCD and would not be the owner of www.ocd.cymru or www.germawareness.co.uk if I did not have a vested interest.

3. Data Breach (This Is Serious)

To date (cited 13/11/23), I have not had a response to my complaint from the DWP which is being passed from pillar to post (no pun intended), and the blame game of excuses and no concern for the seriousness of my complaint, stating “Royal Mail Have Had Delays“.

Data Breach Seriousness

The point is my sensitive data was sent in 2nd class post against ICO.org.uk guidelines, which I requested 4 times since the 23rd of October 2023 even though my assessment was on the 11th of September 2023, and according to DWP the first report was sent out 12/10/23 but did not arrive. Regardless if the reports were sent out or not it is the content of the report that is alarming to read and some of it is incorrect hence I have requested corrections but I am being stonewalled.

DWP Envelope Of Report — ***Evidence of DWP Envelope -Crumpled After Salvaging It.***

I aim to take my complaint further and am sick to the back teeth of writing regurgitated information, hence have decided to write this in this post for everyone to read.

According to ICO.org.uk Risk-assessing data breaches

Recital 87 of the UK GDPR says that when a security incident takes place, you should quickly establish whether a personal data breach has occurred and, if so, promptly take steps to address it, including telling the ICO if required. DWP has a laid-back attitude it is only me so it does not matter. But what about the rest of the population whose reports have gone astray (Ironically, The DWP has a responsibility under the DPA 1998 not to lose your documents, yet they send 2nd class mail knowing the content has sensitive data).

“A personal data breach may, if not addressed in an appropriate and timely manner, result in physical, material or non-material damage to natural persons such as loss of control over their personal data or limitation of their rights, discrimination, identity theft or fraud, financial loss, unauthorised reversal of pseudonymisation, damage to reputation, loss of confidentiality of personal data protected by professional secrecy or any other significant economic or social disadvantage to the natural person concerned.
Personal data breaches: a guide | ICO

This means that a breach can have a range of adverse effects on individuals, which include emotional distress, and physical and material damage. Some personal data breaches will not lead to risks beyond possible inconvenience to those who need the data to do their job. Other breaches can significantly affect individuals whose personal data has been compromised. You need to assess this case by case, looking at all relevant factors. Make a complaint | ICO

This is a breach of confidence, misuse of private information, breach of duty under the Data Protection Act 1998, and breach of the Human Rights Act 1998.

Data Protection Act 2018:

The DPA 2018 complements the GDPR in the UK and provides additional details and specifications for data protection. It includes provisions specific to the UK context and outlines the powers and functions of the Information Commissioner’s Office (ICO), which is the independent regulatory authority responsible for enforcing data protection laws.

Year Enacted: 2018
Key Provisions:
- Outlines the framework for data protection in the UK.
- Implements GDPR standards into UK law.
Website: Data Protection Act 2018

Human Rights Act 1998:

Year Enacted: 1998
Key Provisions:
- Incorporates the European Convention on Human Rights into UK law.
Website: Human Rights Act 1998

Microsoft Word – FINAL Data Protection Report.doc (parliament.uk)

Data Breach Sensitive Data (Read)

4. Emotional Distress

The amount of emotional distress this has caused me and my mental health to deteriorate is inconceivable. It therefore does not surprise me in the slightest that 82 people have taken their own lives because of the way DWP treated them.

I am worried about my data and who has got it and the lack of concern by the DWP. I could potentially have identity theft as there is enough information in this report to clone me.

The emotional distress this has caused me is inconceivable. (I am NOT feeling suicidal much to the disappointment of DWP). I am way stronger than this, but can you imagine people of the weaker mind and what this does to their mental health?

82 People Have Died Because Of DWP/PIP

5. Request For Correction

The details in the report are incorrect and I have cited all my points in the letter that no one wants to pass on.

Your right to get your data corrected | ICO (Your Rights To Have Data Corrected)

security@justice.gov.uk
itpolicycontent@digital.justice.gov.uk

Useful Links:

(These are some of the places I plan to contact, including the editors of the publications).

Latest News:

Correspondence

I first contacted Capita which then told me to contact DWP which is now telling me to contact Capita. (You could not make this up).

I attempted to escalate the complaint to the emails on the government website which all bounced.

These contact details relate to PIP (all have bounced)

Direct Claimant: www.gov.uk/pip Email: pip.feedback@dwp.gsi.gov.uk (bounced)
Teo Cambeeiro: Complaints Resolution Manager: Email: correspondence@dwp.gsi.gov.uk (bounced)
Email: ministers@dwp.gsi.gov.uk Tel: 0800 731 7339 Tel: 0345 606 0265 (not tried)

These Emails Work!

correspondence@dwp.gov.uk
complaints@capita-pip.co.uk
smb-contact.us@capita.com
contactus@capita-pip.co.uk

Independent Case Examiner:

I also contacted the Independent Case Examiner:

Although I have gone back to the front I have emailed and phoned the Independent Case Examiner: PO Box 209 Bootle L20 7WA Email: ice@dwp.gov.uk Tel: 0800 414 8529 (email works and so does the telephone number) How to bring a complaint to the Independent Case Examiner – GOV.UK (www.gov.uk) They have responded, but because there is no record of my complaint from the DWP they cannot action my complaint. (Why does that not surprise me)? I am not holding my breath the get a response from the DWP and have given them a deadline of the 17th of November 2023 to respond.

If for one minute they think I will go away over this they have another thing coming. I have rights that have been violated and I will exercise them if I have to.

“I am not just doing this for me, I am doing this for everyone in the UK, who is being mistreated”.

My Argument

I have cited Sir Charles Walker MP who is very vocal about his OCD and he proves that people with OCD can be intellectual and have a mental health disorder:

According to DWP if you have a mental illness you cannot be a carer according to the report I received (this is discrimination) https://disabledentrepreneur.uk/carers-mental-health-discrimination/ Therefore Sir Charles Walker should not be an MP if that’s the case.

I also plan to contact my connections which are advocates of mental health. I have nearly 12k connections on LinkedIn and whilst I am at it why don’t I throw my GP surgery under the bus (metaphorically speaking) for their lack of duty of care after I wrote 3 separate letters to them that were put on the system and never actioned. I complained and the practice manager responded by saying “Doctors are too busy to respond to letters and if I did not like it I should find another GP“, further stating “They are under no obligation to give me care“. Meaning if I continued to complain they would throw me out. (I am dependent on my medication) so you can imagine if I had no doctor at all, hence that is why I have collaborated with online doctors should this ever happen.

What You Should Do

If you find yourself without a response from a complaint made to the Department for Work and Pensions (DWP), it is crucial to take proactive steps to address the issue. Begin by checking the communication channels you used to submit your complaint, such as emails, letters, or online forms, to ensure that your submission was properly received. If possible, follow up through the same channels, politely reiterating the details of your complaint and expressing your concern about the lack of response. Additionally, explore alternative contact methods, such as calling the DWP’s helpline or visiting a local office if applicable. If all else fails, consider escalating the matter by contacting relevant ombudsman services or seeking advice from advocacy organizations that specialize in social welfare issues. Persistence and clear communication are key when navigating bureaucratic processes to ensure your concerns are addressed.

UPDATE 15/11/23

I had a response to an email that I sent this week and the person I liaised with said there is no complaint registered (It makes you laugh when he is a decision-maker).

Considering I have phoned multiple times and complained, no one is logging my complaint furthermore the person I have been dealing with did no understand the context of my complaint even though he received the link to this page as well as several regurgitated emails complaining over and over again that I wish to make a complaint.

I have a screenshot shot his email I received today and also all the emails I have sent since September 2023 trying to make a complaint.

Are they purposely trying to push people over the edge to save public spending?

Email Correspondence Timeline & Evidence

** All the above emails are my email attempts to DWP, autoresponders, and bounced messages. I did have some emails from Capita saying they had logged my complaint (contrary to what the entity today has said) and passed on my evidence.

The rest of the emails from DWP state they would not communicate with me and that I should phone them instead. But each time I phone them they tell me they are not aware of any complaint or that that anything has been passed on to them via email. I feel deflated but I am not giving up.

“How many times do I need to phone them to register a complaint? They are purposely trying to drag this out in the hope I will give up”.

“I cannot wait for this to go to court”!

The Email Today! (15/11/23)

So this entity as I do not know what I am dealing with does not know the context of my complaint even though I sent him the body of my addendum letter and have copied and pasted my complaint at the beginning of this article which I forwarded the link to him is telling me no complaint was ever logged.

For all intent and purpose, I have copied and pasted the email I received today as the images do not reflect the writing very well.

My Complaint Is How I Have Been Treated.

It is not about the money anymore it is the way I have been treated. God help everyone else who has had to deal with these people, who seem to think they can play God with people’s lives.

Here is the email body:

I have looked at the notes. It seems you indicated you spoke to me about an ongoing complaint. This is why there is a confusion. I have since left a clearer not indicating we have never conversed about the complaint, nor is there an active complaint, because you have been advised you are not an email claimant and you need to call or write to us. If you want to make a NEW complaint you can do so by writing to us or calling us. The call agents will now have clarity on the situation. No complaint has been registered. You can then discuss a timeline of events and complaint points with the call handler. Please post us evidence, nothing has been uploaded. You do not have access to email the DWP with an agreed adjustment of email in place. If you want to make this request formally you can do this whilst on the phone to us, or by post. No further emails will be responded to.

For clarification:

Disability Discrimination – This is an assessment issue. Go directly to the assessment provider.
Breach of the DWP Code of Conduct – I am unsure what this is linked to. Please explain on your call.
Data Breach – We send everything second class post, this is a normal process. We are not responsible for lost mail. Please contact Royal Mail.
Emotional Distress – You have not formally made a complaint.
Request For Correction of Report – This can be dealt with by request on the telephone. You do not have access to email. We are not obliged to respond to any email requests.

My Defence

Considering the Independent Case Examiner gave me the email to the entity I have been dealing with who said I should not correspond by email and he will no longer be returning my messages it just shows what I am up against.

I have phoned five times and tomorrow will be the sixth and have also contacted Capita by email requesting a copy of my report so in total I requested my report 4 times once by email to Capita and three times over the phone to DWP, I have only received one report. In the five phone calls, I said I wished to raise complaints and tomorrow will be the sixth time.

(Talking over the phone is going to go through one ear and out with the other). Even if I phoned 100 times they would not respond to my complaint(s). This is stonewalling at its finest.

This is against my human rights and I exercise my rights not only for me but for the good of the nation.

I will update you in due course when I get to phone them again. I will also start contacting some journalists and Charity CEO’s.

UPDATE 16/11/23

One needs permission to communicate by email apparently as cited by my call that transpired today trying to register my complaint.

The first person I spoke to told me to tell him everything and said he could see notes but they were too long to read.

The second person claimed to have registered the complaint but did not ask in detail what the complaint was over, which tells me they have all my evidence and documentation. I asked for him to read the notes of the decision maker, but he avoided my request, hence I have just sent an online for my information. I will laugh my socks off (NOT) if they send it via Royal Mail.

When I asked how long before my complaint would be dealt with he was evasive and would not give me a timeframe so I gave him a deadline of 14 days as I always do. The 14 days keep repeating every 14 days.

Frustrated at the fact that I was being swept under the carpet I demanded to know who I was liaising with (title) and it transpires he is the ‘Decision Maker’ no wonder the country is in the state it is in when they employ people that cannot read emails properly or read complaints and understand them.

I have since requested my information again but this time on the Gov website: Request your personal information from the Department for Work and Pensions – GOV.UK (www.gov.uk)

Request Your Personal Information

Just to be clear I did ask for the call recording and assessor notes from Capita and they replied that I would get the information in 40 days, which was on the 20th of October 2023.

Making A Complaint

I have found also this source to register a complaint:

https://makeacomplaint.dwp.gov.uk/personal-details (this link is not for DWP/PIP).

Make A Complaint To DWP

This button is for Job Seekers Allowance and Universal Credit I could not find a direct online complaint for DWP/PIP

I did however find this link Complaints procedure – Department for Work and Pensions – GOV.UK (www.gov.uk) but it does not have a way to complain online, I guess it is because of the sheer volume of complaints it gets their website would most probably crash.

Contact the Department for Work and Pensions about its policies – GOV.UK (www.gov.uk)

Ministerial Correspondence Team
Caxton House
Tothill Street
London
SW1H 9NA

Address legal documents to the DWP Litigation Division.

Email the ministerial correspondence team

Send your question using the online contact form (I may contact them using this form).

Write to the ministerial correspondence team

Do not send benefit applications to this address. They will not be dealt with. Find out how to apply for benefits.

Contact the DWP ministerial correspondence team

Conclusion

If I do not get a response from DWP I will start contacting the relevant organizations as cited in this article, plus contact all the Charity CEOs and Media to cover this. I will update you on here if I hear anything.

#dwp #pip #personalindependencepayments #stonewalling #databreach #disabilitydiscrimination #privacyviolation #gdpr #ico #ice #dataprotection #gdpr

No Win No Fee!

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Can you get PIP if you have (OCD)

November 12, 2023 / Andrew Jones

PIP IMPACT ON MENTAL HEALTH — Disabilities are Physical, Mental & Invisible

Navigating Personal Independence Payments (PIP) with Obsessive-Compulsive Disorder (OCD)

Personal Independence Payments (PIP) in the United Kingdom are designed to provide financial assistance to individuals with disabilities or long-term health conditions. One such condition that may qualify for PIP is Obsessive-Compulsive Disorder (OCD). However, the eligibility criteria for PIP are stringent, and individuals with OCD must meet specific criteria to qualify for this support.

Understanding OCD and its Impact:

Obsessive-Compulsive Disorder is a mental health condition characterized by persistent, intrusive thoughts (obsessions) and repetitive behaviors or mental acts (compulsions). These obsessions and compulsions can significantly impact a person’s daily life, affecting their ability to work, socialize, and perform routine activities.

Eligibility Criteria for PIP:

To be eligible for PIP, individuals with OCD must meet certain criteria related to the impact of their condition on daily living and mobility. PIP is divided into two components: the Daily Living Component and the Mobility Component.

Daily Living Component:
- Individuals must experience difficulties with daily activities, such as washing, dressing, cooking, eating, and managing medication.
- The severity of these difficulties is assessed through a points system, ranging from no difficulties to significant challenges.
Mobility Component:
- For those with mobility challenges due to their mental health condition, there are specific criteria to assess eligibility.
- Points are awarded based on the ability to plan and follow journeys, as well as moving around.

It’s essential to note that eligibility is not solely determined by the diagnosis but by the functional impact of the condition on an individual’s life.

The Assessment Process:

The PIP application process involves completing a detailed form outlining the impact of OCD on daily living and mobility. Additionally, individuals may need to attend a face-to-face assessment where a healthcare professional evaluates their abilities.

Tips for a Successful PIP Application with OCD:

Documenting Daily Challenges:
- Provide detailed information about the specific challenges OCD poses in daily activities.
- Include examples that illustrate the impact on personal care, social interactions, and overall well-being.
Medical Evidence:
- Include supporting evidence from healthcare professionals, such as psychiatrists, psychologists, or therapists, highlighting the severity of the condition and its impact on daily functioning.
Communication Skills:
- Communicate the nature and extent of your difficulties during the face-to-face assessment.
- Describe any variations in symptoms and how they affect your ability to carry out tasks.

An example is if someone with OCD germ contamination disinfects everything around them, putting extra time into their schedule.

Consider Sarah, a 32-year-old woman diagnosed with Obsessive-Compulsive Disorder (OCD) centered around germ contamination. Sarah’s fear of harmful bacteria and viruses pervades her daily life, compelling her to engage in meticulous cleaning rituals to ensure her surroundings are free from contaminants.

Sarah’s daily routine is significantly impacted by her compulsions. Each morning, before leaving her house, she meticulously disinfects her doorknob, light switches, and mobile phone. Even ordinary tasks, like making a cup of coffee, become time-consuming as she thoroughly cleans every surface and utensil involved. Sarah’s work desk is not exempt from her compulsions; before she can begin her tasks, she meticulously wipes down her keyboard, mouse, and any other items on her desk.

This compulsive need to disinfect everything extends beyond her home and workplace. Simple activities, like riding public transportation or visiting a friend’s house, trigger anxiety for Sarah. Before sitting on a bus seat or touching anything in an unfamiliar environment, she feels compelled to use disinfectant wipes to create a perceived barrier between herself and potential germs.

This constant need for cleanliness adds a substantial amount of time to Sarah’s daily schedule. What might take an average person a few minutes can stretch into an hour or more for someone suffering from germ contamination. This meticulous cleaning routine not only consumes time but also contributes to significant stress and anxiety. It impacts her punctuality, work productivity, and social life.

While Sarah understands that her compulsions are excessive and irrational, the anxiety and distress associated with the fear of contamination override her ability to resist these rituals. This is a clear illustration of how OCD, specifically germ contamination obsessions, can lead to time-consuming behaviors that affect a person’s daily functioning and overall quality of life. In Sarah’s case, seeking professional help and potentially applying for support through avenues like Personal Independence Payments could be crucial in managing the impact of OCD on her daily life.

Conclusion:

Individuals with Obsessive-Compulsive Disorder may be eligible for Personal Independence Payments if the condition significantly impacts their daily living and mobility. While the application process can be challenging, understanding the eligibility criteria and providing thorough documentation and evidence can increase the likelihood of a successful claim. Seeking guidance from advocacy groups or professionals experienced in PIP applications may also be beneficial in navigating the process effectively.

Someone suffering from germ contamination ocd may take significantly longer to undertake the task of an abled-bodied person as they may have to clean and disinfect surfaces and their surroundings. A person with OCD who needs reassurance by checking may take a long time to settle their anxiety. Here are the different types of OCD: https://disabledentrepreneur.uk/different-types-of-ocd/

PIP if they assume that someone with OCD is capable of doing tasks at the same rate as an abled body person is discriminating against the disabled person.

If the person suffering from mental health, including OCD is working or a carer and PIP stops their allowance they are discriminating: https://disabledentrepreneur.uk/carers-mental-health-discrimination/

A person with mental health issues can adapt their life around their disabilities and one should not assume a person with mental health issues is not intellectual or is incapable of caring for another person:

Assuming a disabled person who has adapted their life around their disability can do things in the same way as an abled-bodied person is classed as discrimination and can land you in hot water.

A disabled person may do the task in question but in a different way than an abled-bodied person whilst taking considerable measures, including significant time to execute the job, and cannot be accused of being able to do things of an abled-bodied person that may complete the chore in half the time.

DISABILITY DISCRIMINATION – EMOTIONAL DISTRESS – DATA BREACHES

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Carers Mental Health Discrimination

November 5, 2023 / Andrew Jones / 2 Comments

No Win No Fee!

The Unsung Heroes: Carers in the UK with Mental Health Disorders Caring for Disabled People

There exists a group of unsung heroes worldwide who selflessly dedicate their lives to providing care and support to disabled children. These individuals are carers, and what makes their role even more remarkable is that many of them are themselves living with mental health disorders. Despite facing their challenges, they offer unwavering love and care to ensure that their disabled children can lead fulfilling lives.

Carer’s Allowance: A Vital Support System

Carer’s Allowance is a crucial financial support system provided by the UK government to those who devote a significant amount of their time to caring for individuals with disabilities. It offers much-needed financial assistance to carers who often have to juggle their caregiving responsibilities with their life challenges. This allowance is a testament to the government’s recognition of the immense value these caregivers bring to society.

Mental Health and Caregiving

Caring for a disabled child can be a physically and emotionally demanding responsibility. When a caregiver has a mental health disorder, these challenges can be even more daunting. Conditions like depression, anxiety, bipolar disorder, or schizophrenia can significantly impact one’s ability to provide consistent care. However, it’s essential to recognize that mental health issues do not diminish a caregiver’s love or dedication to their child.

The Impact on Carers

Carers living with mental health disorders often face additional hurdles. The stress, anxiety, and emotional toll of caregiving can exacerbate their mental health challenges. This dual burden can be overwhelming, leading to increased isolation and burnout. Despite these challenges, many carers find the strength and resilience to persevere, driven by their love and devotion to their children.

Navigating the System

To qualify for Carer’s Allowance in the UK, carers must meet specific criteria, which include providing at least 35 hours of care each week to a disabled person and not earning more than a set threshold. The care recipient must also receive certain disability benefits. Carers with mental health disorders are not excluded from this support system. However, the application process can be complex and time-consuming. Carers need to seek guidance and support to ensure they meet the eligibility requirements.

Support Networks and Advocacy

Fortunately, there are organizations and support networks dedicated to helping carers in the UK, including those with mental health disorders. These groups offer guidance on the application process for Carer’s Allowance, connect carers with valuable resources, and provide emotional support. Additionally, they advocate for carers’ rights and work to raise awareness about the unique challenges faced by carers with mental health disorders.

Can a carer be discriminated against if they have a mental health disorder – Equality Act 2010 and discrimination.

In the UK, the Equality Act 2010 is a comprehensive piece of legislation that is designed to protect individuals from various forms of discrimination, including discrimination based on a person’s mental health condition. This act sets out legal protections and obligations for both employers and service providers to prevent discrimination against individuals with mental health disorders.

Regarding carers with mental health disorders, the Equality Act 2010 can be relevant in a few different contexts:

Employment: Carers who are employed and have a mental health disorder are protected from discrimination in the workplace under the act. Employers are legally required to make reasonable adjustments to support employees with disabilities, including those with mental health disorders. Discriminating against a carer due to their mental health condition could lead to legal consequences.
Service Providers: Service providers, including healthcare, social care, and support services, are also covered by the Equality Act. They must not discriminate against carers or individuals with mental health disorders when delivering their services. Discrimination in this context could involve denying services, providing unequal treatment, or not making reasonable adjustments to accommodate the specific needs of carers and individuals with mental health disorders.
Associative Discrimination: The Equality Act also includes a provision for “associative discrimination,” which means that individuals who are associated with someone with a protected characteristic (such as a mental health disorder) are protected from discrimination. In the context of carers, this would mean that a carer could potentially experience discrimination due to their association with a person who has a mental health disorder.

Conclusion

Carers with mental health disorders are protected from discrimination under the Equality Act 2010, both in the workplace and when accessing various services. Discriminating against carers based on their mental health condition would be a violation of their legal rights, and individuals who experience such discrimination have the option to seek remedies through legal channels. It’s important for both employers and service providers to be aware of these protections and to take steps to ensure that they comply with the Equality Act to create an inclusive and non-discriminatory environment for all individuals, including carers with mental health disorders.

Carers in the UK with mental health disorders who care for disabled children are truly unsung heroes. They embody strength, resilience, and unwavering love in the face of overwhelming challenges. The Carer’s Allowance program is a lifeline for many, offering financial support and recognition for their vital contributions to society. The UK must continue to improve access to support networks and resources for these remarkable individuals, ensuring they receive the assistance and recognition they deserve. Their dedication and love not only enrich the lives of their disabled children but also inspire us all to be more compassionate and understanding.

DWP Complaints

October 30, 2023 / Andrew Jones

Navigating DWP Complaints Procedure: A Guide to Addressing Concerns

The Department for Work and Pensions (DWP) in the United Kingdom plays a crucial role in supporting individuals through various welfare and benefits programs, including Personal Independence Payment (PIP). While the DWP aims to provide efficient and fair services, sometimes things may not go as smoothly as one might hope. If you encounter issues with the DWP’s services, it’s essential to understand the complaints procedure to ensure your concerns are heard and addressed effectively.

The PIP assessment process can significantly impact an individual’s mental health. The experience of being assessed can be highly stressful, leading to increased anxiety, depression, and emotional distress, particularly for those with mental health conditions. The assessment itself may trigger past trauma or exacerbate existing symptoms. The fear of losing vital financial support and the sense of scrutiny can further contribute to a decline in mental well-being. The outcome of the assessment, whether positive or negative, can also have a profound impact, potentially alleviating stress if successful or worsening symptoms if benefits are denied or reduced. Overall, the PIP assessment process can be a challenging and emotionally taxing experience for those with mental health conditions, underscoring the need for compassionate evaluation procedures.

Complaining to DWP Over Disability Discrimination, Humiliation, Data Handling, Emotional Distress, and Damages

The UK’s Department for Work and Pensions (DWP) is responsible for providing essential support to individuals with disabilities, including those with mental health conditions. However, there are times when individuals with mental health challenges may face discrimination, humiliation, improper data handling, emotional distress, and other negative experiences while interacting with the DWP. In such cases, it’s essential to know how to complain effectively to ensure your rights are upheld and justice is served.

Understanding Disability Discrimination

Discrimination against individuals with mental health conditions is unlawful in the UK. Under the Equality Act 2010, it is illegal to treat someone unfairly or discriminate against them because of their disability, which includes mental health conditions. Discrimination can take various forms, such as direct discrimination, indirect discrimination, harassment, and victimization.

In the United Kingdom, discrimination against a person with a mental health disability who can work with limitations and is capable of performing the essential functions of a job may be considered unlawful under the Equality Act 2010. The Equality Act protects individuals from discrimination on various grounds, including disability.

Under the Equality Act 2010, it is illegal to discriminate against someone with a disability in various aspects of life, including employment. Employers are required to make reasonable adjustments to ensure that disabled employees are not disadvantaged in the workplace. This may include providing accommodations to allow the disabled person to perform their job effectively.

If a person with a mental health disability is being discriminated against in the workplace in the UK, they may have legal recourse. They can consider filing a complaint with an employment tribunal or seeking legal advice to address the discrimination and protect their rights under the Equality Act.

It’s important to consult with a legal expert or an organization specializing in disability rights in the UK for specific guidance on how to address discrimination and to understand the protections and legal remedies available in your situation.

Steps to Follow When Complaining to the DWP

Gather Evidence: Start by collecting evidence of the discrimination, humiliation, data mishandling, emotional distress, or damages you’ve experienced. This might include letters, emails, phone call recordings, or witness statements.
Contact DWP: Initially, reach out to the DWP to discuss your concerns. It’s possible that the issue can be resolved at this stage. Ensure you keep a record of all communications with DWP, including dates and names of the people you speak to.
Use DWP Complaints Procedure: If your concerns are not resolved through initial contact, follow the official DWP complaints procedure. This typically involves writing a formal letter or completing an online complaint form, explaining the issues you have faced and what resolution you are seeking.
Seek Assistance: If you’re unsure how to proceed or feel overwhelmed, consider seeking help from organizations or individuals experienced in dealing with disability discrimination and the DWP. Support may be available through local advocacy services or disability rights groups.

KESTER DISABILITY RIGHTS

https://disabilityrights.org.uk/images/disability_discrimination

Data Handling and Privacy Concerns

Improper data handling is a serious issue that can exacerbate emotional distress and lead to more profound problems. If you suspect that your personal information was mishandled or improperly disclosed by the DWP, you should raise this concern in your complaint. Under the Data Protection Act 2018, you have the right to know how your data is being used, and organizations must comply with data protection laws.

What if your sensitive data was lost in the post is that a breach

If your sensitive data was lost in the post, it could be considered a data breach. A data breach is typically defined as the unauthorized access, disclosure, or loss of sensitive or personal data. When personal or sensitive information is entrusted to a postal service or courier and is lost in transit, it constitutes a breach because the data has left the control of the data controller or sender without reaching its intended recipient. This situation can have serious implications, especially if the lost data contains personally identifiable information, financial details, or any other sensitive data.

If you discover that your sensitive data was lost in the post, it’s important to take the following steps:

Notify the Data Controller: Contact the organization or individual responsible for sending the data (the data controller) and inform them of the situation.
Assess the Impact: Consider what kind of information was lost and the potential risks associated with its exposure. This assessment will help determine the appropriate response.
Report the Breach: Depending on your location and applicable data protection regulations, there may be legal obligations to report the breach to relevant authorities. In the UK, for example, the Information Commissioner’s Office (ICO) may need to be informed.
Notify Affected Parties: If the lost data includes the personal information of individuals, the affected parties should be informed of the breach and the potential risks associated with it.
Review and Improve Security: The data controller should conduct a thorough review of their data handling and security procedures to prevent similar incidents in the future.

Data breaches can have serious consequences, including financial penalties, damage to an organization’s reputation, and the potential for identity theft or fraud for the individuals whose data was lost. Therefore, it’s crucial to take data breaches seriously and address them promptly and responsibly.

Emotional Distress and Damages

Emotional distress caused by discrimination and humiliation can have a significant impact on your mental health and well-being. In some cases, it might even lead to long-term psychological issues. If you believe that you’ve suffered emotional distress as a result of DWP’s actions, it’s essential to document and explain these experiences in your complaint. You can also consider seeking legal advice to understand if you may be entitled to claim damages for the emotional distress you’ve endured.

What if the PIP assessor asked questions about suicide is there any law that is infringed?

The Personal Independence Payment (PIP) assessment process is designed to evaluate an individual’s eligibility for disability benefits based on their functional abilities and needs. While assessors may ask questions about an individual’s mental health, including issues like depression, anxiety, or suicidal thoughts, these questions are typically asked to better understand the claimant’s condition and how it affects their daily life. As such, asking about suicidal thoughts is not in itself a breach of the law, and it is not necessarily inappropriate if done with sensitivity and to determine the level of support needed.

However, assessors must conduct assessments professionally and compassionately. They should approach sensitive topics like suicidal thoughts with care and respect. If the questions are asked in an insensitive or distressing manner, it could potentially be considered unprofessional behavior and may be a breach of the DWP’s Code of Conduct, which outlines the standards of behavior expected from assessors.

If you feel that the assessor’s questions about suicide were asked in an inappropriate, insensitive, or unprofessional manner, you have the right to raise your concerns with the DWP. You can make a formal complaint about the conduct of the assessor or any other aspect of your assessment that you found problematic.

It’s essential to remember that the goal of PIP assessments is to provide individuals with the support they need based on their health conditions and disabilities.

If you feel uncomfortable during the assessment, don’t hesitate to speak up or seek support from an advocate or representative to ensure your rights are respected and the assessment process is carried out fairly.

Why File a Complaint?

Complaints to the DWP can be related to a wide range of issues, such as delays in processing benefit claims, incorrect payment amounts, poor customer service, or any other concerns you may have regarding the services you’ve received. Filing a complaint is essential for several reasons:

Resolution: Complaining to the DWP can lead to a swift resolution of the issue. Your complaint is a formal request for them to investigate the matter and, if necessary, take corrective action.
Improvement: Constructive feedback can help the DWP identify areas where their services need improvement, benefiting not only you but also others who may face similar issues in the future.
Transparency: A complaints procedure allows for transparency in the government’s operations. It reinforces accountability and can lead to improvements in the system.

How to File a Complaint

The DWP complaints procedure is designed to be accessible and straightforward. Here’s how you can initiate the process:

Contact DWP Directly: The first step is to get in touch with the DWP to express your concerns. You can do this by phone, in person at your local Jobcentre, or in writing. If you choose to communicate in writing, make sure to clearly outline the issue, provide any relevant information (such as reference numbers, dates, and names of DWP staff you’ve interacted with), and explain what resolution you are seeking.
Request a Mandatory Reconsideration: If your complaint is specifically related to a PIP decision, you can request a Mandatory Reconsideration. This is the first step in challenging a PIP decision you disagree with. You must submit this request within one month of receiving the decision letter.
Contact the Independent Case Examiner: If you remain dissatisfied after the initial response from the DWP, you can escalate your complaint by contacting the Independent Case Examiner. They are an independent organization responsible for reviewing complaints about the DWP.
Seek Help from an Advocate or Support Organization: Sometimes, navigating the complaints procedure can be challenging, particularly for individuals with disabilities or those who find the process overwhelming. There are advocacy and support organizations that can assist you in filing and following up on your complaint.

Helpful Tips

Here are some additional tips to ensure your complaint is effective:

Be clear and concise when describing the issue.
Keep records of all your interactions with the DWP, including correspondence and phone calls.
Be patient; the process may take some time, but the DWP is committed to addressing complaints promptly.
If you’re struggling with the complaints process, seek advice from advocacy groups or legal experts who specialize in welfare benefits.

Contact Information

If you need to file a complaint with the DWP, you can contact them through the following means:

Phone: Contact the DWP by phone to initiate your complaint. The phone number to use may vary depending on your specific issue.
Online Complaint Form: The DWP offers an online complaint form on its website where you can submit your concerns electronically. Visit the official DWP website for access to this form.
In Person: If you prefer to handle matters face-to-face, you can visit your local job centre and express your concerns to a staff member.

Remember, the specific contact information may change, so it’s advisable to check the official DWP website for the most up-to-date information regarding their complaints procedure.

Personal Independence Payment (PIP) Complaints

Complaints related to PIP in the United Kingdom are typically addressed through the Department for Work and Pensions (DWP). Here’s what you can do if you have a complaint about your PIP:

Contact DWP: The first step in addressing a complaint about PIP is to contact the DWP directly. You can do this by phone or in writing. When contacting the DWP, it’s important to provide specific details about your complaint, including any reference numbers, dates, and the names of DWP staff you’ve interacted with.
Request a Mandatory Reconsideration: If your complaint is specifically related to a PIP decision you disagree with, you can request a Mandatory Reconsideration. This is the first step in challenging the decision. You must submit this request within one month of receiving the decision letter. During this process, your case will be reviewed, and you’ll have the opportunity to provide additional evidence to support your claim.
Contact the Independent Case Examiner: If you are still dissatisfied with the response from the DWP after a Mandatory Reconsideration, you can escalate your complaint by contacting the Independent Case Examiner (ICE). The ICE is an independent organization responsible for reviewing complaints about the DWP.
Seek Assistance from Advocacy or Support Organizations: If you find the complaints process challenging, you can seek assistance from advocacy or support organizations that specialize in welfare benefits and disability issues. They can provide guidance and support in navigating the process.

If DWP refuses to communicate by email or online?

If the Department for Work and Pensions (DWP) refuses to communicate with you by email or online and insists on other methods of communication, this could be due to their established procedures or security policies. It’s important to respect their preferred communication channels, but it’s also important to ensure that you have an accessible and reasonable way to communicate your concerns and access the benefits or services you are entitled to.

If you believe that their refusal to communicate through email or online is causing you difficulties or that it violates their policies or regulations, you may consider the following steps:

Contact Them by Phone or Mail: If email is not an option, try to communicate with the DWP through the methods they suggest, such as phone or traditional mail.
Request Reason for Refusal: Politely request an explanation for their refusal to communicate via email or online channels. They may have specific reasons for their policy.
Seek Assistance: If you encounter barriers in communication or have specific needs that are not being met, consider seeking assistance from advocacy or support organizations that specialize in welfare benefits and disability issues. They can help advocate on your behalf.
Check Their Policies: Review the DWP’s official policies and guidelines to see if they have specified their preferred methods of communication. This information can often be found on their website or in their official documents.
Complain: If you believe that their refusal to communicate by email or online is unreasonable and causes you hardship, you can file a complaint through the DWP’s complaints procedure, as outlined in the previous responses. Clearly explain the issue in your complaint. (Where data is sent by 2nd Royal Mail and is lost in transit the claimant should ask for all future information to be sent digitally, if DWP refuses they are in Breach of Data Privacy).

Remember that government agencies typically have policies and procedures in place to ensure the security and integrity of their communication, and these policies can change over time. It’s important to work within their established framework while advocating for your needs and rights as a beneficiary of their services.

Call Recording

In the United Kingdom, it is generally legal to record phone calls without informing the other party, provided you are recording the call for your use and not sharing it with others or using it for any illegal purposes. So if the PIP assessor recorded the call for her use she should still have to hand the call recording over if requested. If on the other hand, she shared the phone recording with DWP without informing the claimant the call was being recorded, she has broken the law.

However, there are some important caveats to be aware of:

Consent: If you plan to use the recorded call in a way that affects the other party’s rights or interests, such as sharing it with a third party or using it as evidence in a legal matter, you typically need to obtain the consent of all parties involved in the call. This means you should inform them that the call is being recorded and obtain their explicit consent to do so.
Different rules for businesses: Businesses may have additional obligations, and certain industries or sectors may have specific rules regarding call recording. It’s essential to be aware of sector-specific regulations, such as those governing financial services or healthcare, which may have stricter requirements for recording calls.
Data protection laws: The General Data Protection Regulation (GDPR) and the Data Protection Act 2018 govern the processing of personal data in the UK and the EU. Recording phone calls that contain personal data is subject to data protection laws. You should have a lawful basis for processing personal data, and you may need to provide individuals with privacy notices explaining the purpose of the recording.

It’s crucial to be aware of these legal requirements and consider seeking legal advice if you have specific concerns or if you are unsure about your obligations when recording phone calls. Non-compliance with relevant laws and regulations can result in legal consequences.

Useful Links, Websites, Tel Numbers & Email Addresses:

COMPLAINTS USEFUL CONTACTS

These contact details relate to PIP & Universal Credits

(all have bounced)

Direct Claimant: www.gov.uk/pip Email: pip.feedback@dwp.gsi.gov.uk (bounced)
Teo Cambeeiro: Complaints Resolution Manager: Email: correspondence@dwp.gsi.gov.uk (bounced)
Email: ministers@dwp.gsi.gov.uk Tel: 0800 731 7339 Tel: 0345 606 0265 (not tried)

These Emails Work!

correspondence@dwp.gov.uk
complaints@capita-pip.co.uk
smb-contact.us@capita.com
contactus@capita-pip.co.uk

Please note you may first need to write to correspondence@dwp.gov.uk after I found the hard way that Capita PIP refuse to send emails with attachments to DWP.

Phoning them is no better because you are confronted with a gatekeeper who tells you to contact DWP. I have phoned DWP on 0800 121 4433, which is a different number to CAPITA PIP: 0808 1788114 even though the woman I spoke to said the telephone number is not Capita PIP, even though on both sites it says it is.

You can call between 8 am and 8 pm, Monday to Friday. Someone else may call for you, but they will need to have your National Insurance number.

0808 178 8114 (England and Wales)
0808 178 8115 (Welsh line)

https://capita-pip.co.uk/en/contact-us#3925188384-4243781256

https://www.capita.com/about-capita/contact-us

DWP Complaints:

For DWP Complaints here is their website: https://www.gov.uk/government/organisations/department-for-work-pensions/about/complaints-procedure Tel: 0800 121 4433

Independent Case Examiner:

Tax Credit Migration Complaint

Migration notices for housing benefits and tax credits are official notifications sent by government authorities to inform recipients of changes in their benefit or tax credit arrangements. These notices typically include important details such as the effective date of the changes, any adjustments in benefit or credit amounts, and instructions on how to respond or provide additional information. It’s crucial for recipients to carefully review and follow the guidance in these notices to ensure that their financial support remains accurate and up-to-date. Failure to respond to migration notices promptly may result in disruptions to housing benefits or tax credit payments.

Claimants can claim Universal Credit directly online or via the dedicated Universal Credit Migration Notice helpline for free at 0800 169 0328 or by visiting your local job centre. Claimants who require more time to claim can also call DWP for free on 0800 169 0328.

Website: Universal Credit online – Universal Credit (universal-credit.service.gov.uk) Universal Credit Migration Notice helpline. Tel: 0800 169 0328

Charity CEOs

If You Wish Your Story To Be Heard Contact These Charities.

Mind.org.uk: CEO Sarah Hughes: LinkedIn: https://www.linkedin.com/in/sarahhughesceo/ – Website: https://www.mind.org.uk/ Emails: s.hughes@mind.org.uk & sarah.hughes@cambridgeshireandpeterboroughccg.nhs.uk
Ocduk.org: Ashley Fulwood Chief Executive Email: ashley@ocduk.org Support Email: support@ocduk.org Website: https://www.ocduk.org
OCD ACTION: CEO Leigh Wallbank Tel: 07599 549796 or 07808 400370 Email: leigh@ocdaction.org.uk Website: https://ocdaction.org.uk/

More Charities Here!

Ministers Of Parliament (MPs)

(MPs who have mental health conditions and are working) https://disabledentrepreneur.uk/mps-with-mental-health-disorders/

Contact These MPs If You Are An Advocate Of Mental And Physical Disabilities.

Rt Hon Kevan Jones MP: Contact | Rt Hon Kevan Jones MP
Dr. Sarah Wollaston: Dr. Sarah Wollaston, MP | Policy Connect – Sarah Wollaston, a general practitioner and Conservative MP for Totnes, Devon | The BMJ – MP details – Dr Sarah Wollaston (torbay.gov.uk)
Sir Charles Walker MP: Contact information for Sir Charles Walker – MPs and Lords – UK Parliament

Eluned Morgan MS: Eluned Morgan MS: Minister for Health and Social Services | GOV.WALES
Writing to the Minister for Health and Social Services | GOV.WALES
Justin Tomlinson MP: Contact – Justin Tomlinson MP Minister of State (Minister for Disabled People, Health and Work) – GOV.UK (www.gov.uk)
Rebecca Evans MS: Rebecca Evans MS: Minister for Finance and Local Government | GOV.WALES

Disability Journalists and Activists

Contact These Journalists If You Have a Story or Wish to Collaborate.

Ann Galpinis, is a freelance journalist, chair of the NUJ Disabled Members’ Council, and co-chair of the TUC Disabled Workers’ Committee. LinkedIn: https://www.linkedin.com/in/ann-galpin-b6615211/

For general enquires, email: info@nuj.org.uk
For press queries, contact: communications@nuj.org.uk

Lucy Webster Email: lucywebsterjournalist@gmail.com Website: Lucy Webster | Writer, political journalist and disability advocate (lucy-webster.com) – Lucy Webster | The Guardian

Nikki Fox, disability correspondent (BBC): Nikki Fox, disability correspondent – BBC News Email: nikki.fox@bbc.co.uk

8 disability rights activists changing the world for disabled people – Able Magazine

Sophie Morgan: is a British journalist, TV presenter, artist, and disability activist. Email: Website: https://www.sophiemorgan.com/

Disabilityrights.org.uk: Tel: 07722 004337 Email: kester@disabilityrights.org.uk
Website: www.disabilityrights.org.uk

Disabled Writers Website: https://disabledwriters.com/

Directory Of Disability Journalists, Coming Soon Stay Tuned!

Press Releases

https://www.einpresswire.com/

Conclusion

If you encounter issues with the services provided by the Department for Work and Pensions, there is a well-defined complaints procedure in place to help you address your concerns. By following the process and providing clear information about the problem, you can increase your chances of finding a resolution and contribute to the improvement of the services.

Before contacting mainstream media or taking legal action, it is advised to contact the DWP to allow them to come to an amicable resolution.

In the defence of the Editor of Disabled Entrepreneur – Disability UK Online Journal, she is citing:

Disability Discrimination: (DWP assumes that because the editor has mental health conditions she is deemed to be able to do things of an abled body person, which is a contradiction as she suffers from OCD -germ contamination).
Breach of the DWP’s Code of Conduct: (Trigger Questions – Suicidal Thoughts, has now caused her to be paranoid and depressed).
Data Breach: (Lost Report sent by 2nd class Royal Mail – Someone has the editor’s personal information because it was not sent digitally).
Data protection laws: The General Data Protection Regulation (GDPR) and the Data Protection Act 2018 govern the processing of personal data in the UK and the EU (if the assessor recorded the call without telling the claimant and then went on the share the recording with DWP, she would have breached data protection laws. She would also have to have the call recording if requested by law).
Emotional Distress & Damages: (Emotional distress caused by discrimination and humiliation can have a significant impact on your mental health and well-being. In some cases, it might even lead to long-term psychological issues).

#dwp #dwpcompaints #pip #personalindependancepayments #pipcomplaints #disabilitydirscrimination #gdpr #databreach #mandatoryreconsideration #intimidation #sircharleswalker #kevanjonesmp #rebeccaevansms #justintomlinsonmp #elunedmarhanms #drsarahwollaston

No Win No Fee!

Exploring Time Disparities, Comparative Analysis of Task Completion

Exploring Time Disparities: A Comparative Analysis of Task Completion for Disabled and Able-Bodied Individuals

The Complexity of Task Completion:

Physical and Mobility Challenges:

Cognitive Considerations:

Environmental Factors:

Assistive Technologies:

The Importance of Perspective:

Promoting Inclusivity

Education and Awareness:

Accessible Environments:

Flexible Work Policies:

Navigating the Challenges: The Experience of Disabled Individuals Forced to Work from Home

The Unseen Hurdle: Landlords Unwilling to Accept Home-Based Work

The Perils of Compulsory Work Return for Disabled Individuals: Mental Health Risks and Discrimination Concerns

Conclusion:

Further Reading

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Disability UK Editor Stonewalled By DWP

DISABILITY DISCRIMINATION – DATA BREACH – EMOTIONAL DISTRESS

01/12/23 Update

THE AGENT WAS SURPRISED WHEN I SAID IT MAY TAKE 18 MONTHS FOR A COMPLAINT TO BE RESOLVED!

I WANT TO SEE JUSTICE AND A CHANGE IN THE SYSTEM!

USEFUL RESOURCES

13/11/23 Disability UK Editor Stonewalled By The DWP (Timeline)

Complaint: ‘How I Have Been Treated’.

My formal complaint:

1. Disability Discrimination

2. Breach Of the DWP Code Of Conduct

3. Data Breach (This Is Serious)

Data Breach Seriousness

Data Protection Act 2018:

Human Rights Act 1998:

4. Emotional Distress

82 People Have Died Because Of DWP/PIP

5. Request For Correction

Useful Links:

Further Reading:

Correspondence

These contact details relate to PIP (all have bounced)

These Emails Work!

Independent Case Examiner:

“I am not just doing this for me, I am doing this for everyone in the UK, who is being mistreated”.

My Argument

What You Should Do

UPDATE 15/11/23

Are they purposely trying to push people over the edge to save public spending?

Email Correspondence Timeline & Evidence

“How many times do I need to phone them to register a complaint? They are purposely trying to drag this out in the hope I will give up”.

“I cannot wait for this to go to court”!

The Email Today! (15/11/23)

My Complaint Is How I Have Been Treated.

Here is the email body:

For clarification:

My Defence

UPDATE 16/11/23

Making A Complaint

Email the ministerial correspondence team

Write to the ministerial correspondence team

Conclusion

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Can you get PIP if you have (OCD)

Navigating Personal Independence Payments (PIP) with Obsessive-Compulsive Disorder (OCD)

Understanding OCD and its Impact:

Eligibility Criteria for PIP:

The Assessment Process:

Tips for a Successful PIP Application with OCD:

An example is if someone with OCD germ contamination disinfects everything around them, putting extra time into their schedule.

Conclusion:

Further Reading:

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DISABILITY DISCRIMINATION – EMOTIONAL DISTRESS – DATA BREACHES

Carers Mental Health Discrimination

The Unsung Heroes: Carers in the UK with Mental Health Disorders Caring for Disabled People

Carer’s Allowance: A Vital Support System

Mental Health and Caregiving

The Impact on Carers

Navigating the System

Support Networks and Advocacy

Can a carer be discriminated against if they have a mental health disorder – Equality Act 2010 and discrimination.