The Peterborough Evening Telegraph
Stadium takes the lead with new deal
Greyhound racing venue in partnership with city accountants
Peterborough Greyhound Stadium has just agreed a new partnership deal with a well-established firm of city accountants. Thestadium’sdirectors Richard and Robert Perkins have appointedRawlinsons, ofLincoln Road, as its sole accountant and business advisers.
The Perkins family have owned the stadium, in Fengate, for 70 years and currently employ morethan200 staff.
Rawlinsons was created 75 years ago and has 65 staff looking after 3,000 clients.
Richard Perkins said: “We are extremely pleased to be- gin working with another long serving city firminRawlinsons accountants.
“We hope that this will be the start of a long-standing partnership between two companies that have stood the test of time in Peterborough.”
“I am confident that Rawlinsons will provide us with all the accountancy andbusi- ness guidance we need in ordertocontinuetodevelopthe business.”
The stadium hosts race meetings on Wednesday, Friday and Saturday evenings.
Q. We have an employee who has asthma and a lung inflammation condition which can cause dry eyes and affects her joints. She has to stay away from open windows but our other employees find the room where they all work too stuffy in the summer if the windows are closed. The employee has gone off sick and put in a grievance. What can we do?
A. If your employee is a disabled person for the purposes of the Equality Act 2010 she may submit a claim to an employment tribunal of disability discrimination.
You need to ensure you consider thematterappropriatelyandhandlehergrievance and sickness absence carefully. Where you have a disabled employee who is placed at a substantial disadvantage duetoaphysical feature of the premiseswheretheyworkyou haveadutytoconsiderwheth- er there are any reasonable adjustments you can put in place. If you assess the employee is at a substantial disadvantageduringthesummer monthsthenyoumustconsider reasonable adjustments which could include moving the employee on a temporary basis or permitting them to hot desk or work from home on a temporary basis. When considering whether it was reasonable for an employer to take a particular step a Tribunal will consider a number of factors including the financial costs and the size of the employer. You should follow your grievance and sickness procedures and may wish to consider taking expert legal advice on how best to handle the situation.