TEMPLATE FOR VIDCAST: EQUALITY STRANDS OBLIGATIONS OF THE EMPLOYER
|
|
- Edward Blair
- 7 years ago
- Views:
Transcription
1 TEMPLATE FOR VIDCAST: EQUALITY STRANDS OBLIGATIONS OF THE EMPLOYER INTRODUCTION I m Rena Magdani, Employment Partner from Freeth Cartwright LLP. The topic I am considering today is equality and discrimination and the obligations of the employer. TOPIC Equality and discrimination is largely covered in the Equality Act This detailed piece of legislation came in to effect in October 2010 and covers, amongst other things, what protected characteristics need to be present for an individual to claim discrimination, who can bring an employment tribunal claim for discrimination and on what grounds an individual can bring such a claim. The vidcast we are delivering today will offer a summary of the topic there are some additional areas specific to the area of disability (for example, the duty to make reasonable adjustments), however, these are outside the scope of this vidcast. There are 9 protected characteristics, as follows: 1. Age 2. Disability 3. Gender Reassignment 4. Marriage and Civil Partnership 5. Pregnancy and Maternity 6. Race 7. Religion or Belief 8. Sex 9. Sexual Orientation There are various types of discrimination and other unlawful conduct set out in the Equality Act 2010 that apply to most (and in some cases all) of the protected characteristics: 1
2 Direct discrimination Direct discrimination occurs where "because of a protected characteristic, A treats B less favourably than A treats or would treat others". An employee claiming direct discrimination should show that they have been treated less favourably than a real or hypothetical comparator whose circumstances (other than the existence of the protected characteristic) are not materially different to theirs. The exception to this is pregnancy or maternity discrimination where, because of European case law, formal comparators are not required. Less favourable treatment because of an employee s association with someone who has a protected characteristic is covered (except in marriage / civil partnership cases) for example, a non-disabled employee may bring a direct discrimination claim where they have been treated less favourably because they have a disabled child. An employee who is wrongly perceived to have a protected characteristic (other than marriage or civil partnership) will be protected against less favourable treatment they receive for that reason for example, an employee may bring a direct discrimination claim where they have been treated less favourably because the employer wrongly believes that they are Muslim. Other than in age discrimination cases, direct discrimination cannot be objectively justified. Indirect discrimination Indirect discrimination is concerned with acts, decisions or policies which are not intended to treat anyone less favourably, but which in practice have the effect of disadvantaging a group of people with a particular protected characteristic which the employer cannot show to be a proportionate means of achieving a legitimate aim. An example of possible indirect sex discrimination is an employer requiring an employee to work full time. This requirement could disadvantage women as a group, since women in society as a whole bear a greater part of domestic and childcare responsibilities than men and are more likely to want (or need) to work part time. Unless the employer can objectively justify the need for a full-time worker to do the job, the requirement could be indirectly discriminatory against a woman with childcare responsibilities. In relation to the context of indirect race discrimination, where an employer has a policy not to accept applications for jobs from non-eea nationals who required work permits to work in the UK, this could be indirectly discriminatory on the grounds of nationality. Non-EEA nationals would clearly disadvantaged by the policy, which was not justifiable. 2
3 A further example where there may be religious indirect discrimination is if an employer imposes a uniform requirement stating that employees may not wear anything on their heads. This would indirectly discriminate because of religion or belief in so far as it affects turban-wearing Sikh men. An employer may be able to defend a claim for indirect discrimination if it can show that its actions were a proportionate means of achieving a legitimate aim. This is known as "objective justification". For example, an employer who pays an anti-social bonus to employees who work late shifts may be faced with a claim for indirect sex discrimination on the basis that fewer women would be able to undertake such shifts because of childcare responsibilities. However, the objective justification may be that the shift bonus is in place to reward the working of anti-social hours, where an employer can demonstrate it would be unable to fill unless the bonus was paid. Harassment A harasses B if A engages in unwanted conduct related to a relevant protected characteristic which has the purpose or effect of either: Violating B's dignity, or Creating an intimidating, hostile, degrading, humiliating or offensive environment for B. In deciding whether conduct shall be regarded as having the required effect, the following must be taken into account: B's perception (i.e. are they hypersensitive). The other circumstances of the case. Whether it is reasonable for the conduct to have that effect. An example of harassment would be where a manager continually makes lewd, sexual remarks to a female employee or if homophobic remarks are made to an individual (it should be noted that harassment may occur even if perpetrators wrongly assume an employee is gay / Muslim etc). Victimisation Victimisation occurs where A subjects B to a detriment because either: B has done a protected act. A believes that B has done, or may do, a protected act. 3
4 Protected acts include bringing proceedings under the Equality Act 2010, giving evidence or information in connection with proceedings (regardless of who brought the proceedings), alleging that A or another person has contravened the Equality Act An example of victimisation may occur if a manager whom an employee has raised a grievance detailing allegations of disability harassment against tries to bully the employee in to withdrawing the grievance. Likewise, victimisation may occur if an employee is refused a promotion because she gave witness evidence in a sex discrimination Employment Tribunal claim brought by a former colleague. 5 Do s Do ensure staff are fully trained regarding discrimination / equality issues. Although employers are often liable for the actions of its employees, there may be a defence for the employer if they can show that all reasonable steps were taken to prevent the employee from carrying out the discriminatory act. Do speak to HR if one of your staff complains about discriminatory treatment from third parties (i.e. students, members of the public). If an employer fails to take steps to prevent the third party harassment, the University may be liable. Do check with HR before you ask an employee to remove any piece of clothing or jewellery which could be deemed to be religious. Do speak to HR is you think a role requires someone who has a particular protected characteristic (e.g. female, a particular religion etc). This may be lawful in specific circumstances. Do ensure that you are aware of and understand the University s Equality and Diversity Policy Statement and raise anything with HR that you are unsure about. 5 Don ts Don t ask a job applicant questions about their sickness record. Asking such a question, before making someone a job offer, is unlawful. The Equality Act 2010 applies to job applicants, as well as employees, workers and some selfemployed contractors. Don t give a former employee a bad reference because they have filed an employment tribunal claim. This could result in a further claim for victimisation the Equality Act 2010 also applies to former employees. 4
5 Don t assume that you will not be held individually liable for discriminatory acts an employee can name an individual employee if they bring a tribunal claim and a tribunal may order compensation to be payable by the individual. Don t forget to check job adverts with HR if you are unsure about anything terms such as young flexible or junior could cause difficulties because they may give the impression that certain individuals are not able to apply for the roles. Don t reject a flexible working request without speaking to HR first. There is a process to be followed and an employee could bring a claim for sex discrimination if her request is due to child care arrangements. EMPLOYMENT TRIBUNAL There are lots of employment tribunal cases on the area of discrimination. One case which shows how wide the remit of religion or belief can stretch is Grainger plc and others v Nicholson which held that the Claimant s philosophical belief in climate change and how he should live his life in response to this was capable of being a "belief" for the purposes of the legislation. 5
GUIDANCE NOTE. Discrimination Law. March 2013
GUIDANCE NOTE Discrimination Law March 2013 Equality Act 2010 In October 2010 the separate threads of UK Discrimination Law were consolidated in the Equality Act 2010 (except for equal pay which is still
More informationTHE EQUALITY ACT 2010
THE EQUALITY ACT 2010 October 1st 2010 saw many of the provisions attained within the Equality Act, which gained Royal Assent on the 8th April 2010, come into force. The following summary has been put
More informationSEXUAL ORIENTATION. Summary of the law on
Summary of the law on SEXUAL ORIENTATION DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the sexual orientation discrimination provisions of the Equality
More information(g) the Employment Equality (Sexual Orientation) Regulations 2003,
Linked Law Solicitors Equality and Diversity Policy (based on the Law Society s model policy issued under Rules 3 and 4 of the Solicitors Anti- Discrimination Rules 2004 and amended in the light of the
More informationDISABILITY. Summary of the law on
Summary of the law on DISABILITY DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply
More informationRACE DISCRIMINATION. Summary of the law on
Summary of the law on RACE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the race discrimination provisions of the Equality Act 2010. These apply
More informationLiverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes)
Liverpool Hope University Equality and Diversity Policy Approved by: University Council Date approved: 14.04.2011 Revised (statutory 18.02.2012 changes) Consistent with its Mission, Liverpool Hope strives
More informationCode of practice for employers Avoiding unlawful discrimination while preventing illegal working
Code of practice for employers Avoiding unlawful discrimination while preventing illegal working [xx] April 2014 Presented to Parliament pursuant to section 23(1) of the Immigration, Asylum and Nationality
More informationAGE DISCRIMINATION. Summary of the law on
Summary of the law on AGE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply in
More informationDiversity and Equality Policy
Diversity and Equality Policy For the attention of: All Staff Produced by: Director, Human Resources Approved by: SMT Date of publication: September 2013 Date of review: August 2015 Our Mission To provide
More informationEmployment Law Glossary of key terms and abbreviations
Employment Law Glossary of key terms and abbreviations ACAS ACAS stands for the Advisory, Conciliation and Arbitration Service a UK government funded independent body offering conciliation services to
More informationEQUALITY AND DIVERSITY POLICY AND PROCEDURE
EQUALITY AND DIVERSITY POLICY AND PROCEDURE TABLE OF CONTENTS PAGE NUMBER : Corporate Statement 2 Forms of Discriminations 2 Harassment and Bullying 3 Policy Objectives 3 Policy Implementation 4 Commitment
More informationBELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY
BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY As signatories to the Law Society s Diversity & Inclusion Charter Belmores is fully committed to the Charter and each of
More informationEmployment Rights and Responsibilities
Employment Rights and Responsibilities As you work through this section, you will need to be clear about your own understanding of your occupation, the industry in which you work and the sector in which
More informationEQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS)
EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) JANUARY 2010 Michael W Halsall Anti-Discrimination Policy Introduction Michael W. Halsall Solicitors serves a diverse client base.
More informationOVERVIEW OF THE EQUALITY ACT 2010
OVERVIEW OF THE EQUALITY ACT 2010 1. Context A new Equality Act came into force on 1 October 2010. The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined,
More informationInformation Sheet The Equality Act 2010
2 St. James' Court Friar Gate Derby DE1 1BT Information Sheet The Equality Act 2010 > TEL 01332 372 337 > FAX 01332 290 310 > EMAIL enquiries@voicetheunion.org.uk > WEB www.voicetheunion.org.uk Introduction
More informationEquality Act 2010: Know Your Rights!
Equality Act 2010: Know Your Rights! The Equality Act 2010 provides a new cross-cutting legislative framework to protect the rights of individuals and advance equality of opportunity for all; to update,
More informationAnti Harassment and Bullying Policy
Anti Harassment and Bullying Policy Document Control Title : Anti Harassment and Bullying Policy Applicable to : All Staff and Executive Officers Date last reviewed : February 2014 Procedure Owner : People
More informationSection 26 of the Act unifies existing legislation and clarifies harassment. Section 26 defines harassment, which now includes three specific types:
HARASSMENT 1 Section 26 of the Act unifies existing legislation and clarifies harassment. Section 26 defines harassment, which now includes three specific types: (1) Harassment which involves unwanted
More informationThe Equality Act 2010 a summary guide
The Equality Act 2010 a summary guide The Equality Act 2010 a summary guide This factsheet is part of our Your rights range. You will find it useful if you are a person with hearing loss and want to find
More informationSouth Downs National Park Authority
Agenda item 8 Report RPC 09/13 Appendix 1 South Downs National Park Authority Equality & Diversity Policy Version 0.04 Review Date March 2016 Responsibility Human Resources Last updated 20 March 2013 Date
More informationSeptember 2010. A Quick Guide to: The Equality Act 2010
September 2010 A Quick Guide to: The Equality Act 2010 Introduction The law relating to unlawful discrimination in Great Britain has evolved over the last 40 years. Until October 2010, it was to be found
More informationEQUALITY ACT 2010: WHAT DO I NEED TO KNOW? A SUMMARY GUIDE FOR VOLUNTARY AND COMMUNITY SECTOR SERVICE PROVIDERS
EQUALITY ACT 2010: WHAT DO I NEED TO KNOW? A SUMMARY GUIDE FOR VOLUNTARY AND COMMUNITY SECTOR SERVICE PROVIDERS www.edf.org.uk Foreword The Equality Act 2010 replaces the existing antidiscrimination laws
More informationCouncil meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations
Council meeting, 31 March 2011 Equality Act 2010 Executive summary and recommendations Introduction 1. The Equality Act 2010 (the 2010 Act) will consolidate into a single Act a range of existing equalities-based
More informationPolicy on Dignity and Respect (Students)
Policy on Dignity and Respect (Students) Scope and Purpose of the Policy This policy relates to all students of DMU. Every student is personally liable under the Equality Act and is expected to treat staff
More informationEquality Act 2010. (Briefing note updated March 2012 to reflect Specific Duties Regulations and the proposed Scottish Specific Duties)
Equality Act 2010 (Briefing note updated March 2012 to reflect Specific Duties Regulations and the proposed Scottish Specific Duties) 1. Introduction The Equality Act 2010 consolidates and streamlines
More informationSummary of the Equality Act 2010
Equality Act 2010 1 Summary of the Equality Act 2010 The full Equality Act 2010 can be accessed through this link: Equality Act 2010. Introduction and Protected Characteristics The purpose of the Equality
More informationEQUAL OPPORTUNITIES & DIVERSITY POLICY
1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects
More informationThe Equality Act 2010 a summary guide
Factsheet Your rights The Equality Act 2010 a summary guide You ll find this factsheet useful if you want an outline of how the Equality Act 2010 protects people who are deaf or have a hearing loss from
More informationEquality, Diversity and Inclusivity - Policy
Equality, Diversity and Inclusivity - Policy 1. Purpose 1.1 The University of Kent is committed to the creation and support of a balanced, inclusive and diverse community which is open and accessible to
More informationSummary of the law on race discrimination. www.thompsonstradeunionlaw.co.uk
Summary of the law on race discrimination www.thompsonstradeunionlaw.co.uk Our pledge to you Thompsons Solicitors has been standing up for the injured and mistreated since Harry Thompson founded the firm
More informationMaking the most of the Equality Act 2010
A guide for children and young people in England Making the most of the Equality Act 2010 Making the most of the Equality Act 2010 Summary The Children s Rights Alliance for England (CRAE) knows that children
More informationEmployment Law Guide
Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal
More informationEquality with Human Rights Analysis Toolkit
Equality with Human Rights Analysis Toolkit The Equality Act 2010 and Human Rights Act 1998 require us to consider the impact of our policies and practices in respect of equality and human rights. We should
More informationContents. Preface to Second Edition List of Abbreviations Table of Cases Table of Legislation
Contents Preface to Second Edition List of Abbreviations Table of Cases Table of Legislation v vii xv xxi 1 The Aims of Equality Law 1 The Equality Act 2010 1 The Act since 2010 6 A History of Bits and
More informationEquality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11
Equality and Diversity Policy Author: Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Approval and Authorisation Completion of the following signature blocks signifies the review and approval
More informationEqual Opportunities EQUAL OPPORTUNITIES ACT 2006. Act. No. 2006-37 Commencement (LN. 2007/018) 1.3.2007 Assent 14.12.2006. Relevant current provisions
Equal Opportunities 2006-37 EQUAL OPPORTUNITIES ACT 2006 Principal Act Act. No. 2006-37 Commencement (LN. 2007/018) 1.3.2007 Assent 14.12.2006 Amending enactments Relevant current provisions Commencement
More informationEQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL
EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Juice Resource Solutions Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will
More informationEQUAL OPPORTUNITIES POLICY AND PROCEDURE
EQUAL OPPORTUNITIES POLICY AND PROCEDURE State whether the document is: Trust wide Business Group Local APPROVAL COMMITTEE VALIDATION COMMITTEE (if Policy) DATE OF: APPROVAL State Document Type: Policy
More informationThe learner can: 1.1 Define employees, workers and the self-employed.
Unit 6 Title: Employment Law Level: 3 Credit Value: 7 Learning outcomes The learner will: 1 Understand that individuals can have different legal employment status within a business Assessment criteria
More informationPersonal beliefs and medical practice
You can find the latest version of this guidance on our website at www.gmc-uk.org/guidance. Published 25 March 2013 Comes into effect 22 April 2013 Personal beliefs and medical practice 1 In Good medical
More informationEmployment and Personal Injury Law
What is the difference between Harassment, Bullying and Discrimination? The terms harassment, bullying and discrimination are used interchangeably but actually have very different legal meanings and remedies.
More informationWho can benefit from charities?
1 of 8 A summary of how to avoid discrimination under the Equality Act 2010 when defining who can benefit from a charity A. About the Equality Act and the charities exemption A1. Introduction All charities
More informationTeaching and Learning Together. Equal Opportunities Policy (see also Disability Non-Discrimination; EAL; Gifted and Talented; Racial Equality; SEN)
Teaching and Learning Together Equal Opportunities Policy (see also Disability Non-Discrimination; EAL; Gifted and Talented; Racial Equality; SEN) 1 Introduction We are committed to inclusion and will
More informationGUIDE TO EMPLOYMENT LAW IN GUERNSEY
GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum
More informationThe Equality Act What s new for employers?
The Equality Act What s new for employers? Acas can help with your employment relations Every year Acas helps employers and employees from thousands of workplaces. That means we keep right up to date with
More informationTOP 10 EMPLOYMENT CLAIMS. We have set out below the Top 10 most common employment claims brought in the Employment Tribunals.
TOP 10 EMPLOYMENT CLAIMS We have set out below the Top 10 most common employment claims brought in the Employment Tribunals. 1. Unfair Dismissal Claims All employees with two years or more service are
More informationProtected Characteristics under the Equality Act 2010. codify the many pieces of primary and secondary legislation relating to
Protected Characteristics under the Equality Act 2010 Background The Equality Act 2010 came into force on 4 th October 2010. The Act sought to codify the many pieces of primary and secondary legislation
More informationBISHOP GROSSETESTE UNIVERSITY SEXUAL ORIENTATION AND GENDER IDENTITY POLICY
BISHOP GROSSETESTE UNIVERSITY SEXUAL ORIENTATION AND GENDER IDENTITY POLICY 1. Introduction This policy is applicable to both staff and students and should be read in conjunction with all other relevant
More informationEquality and Diversity Policy
Equality and Diversity Policy Agreed: November 2014 To be reviewed: November 2015 1 Contents Page 1. Scope and Purpose 3 1.1 Policy Statement 3 1.2 Principles 3 2. Accountability 4 3. Monitoring 7 4. Stakeholders
More informationWhat equality law means for you as an employer: pay and benefits.
3. What equality law means for you as an employer: pay and benefits. Equality Act 2010 Guidance for employers. Vol. 3 of 7. July 2011 Contents Introduction... 1 Other guides and alternative formats...
More informationThe Netherlands: Gender discrimination in the field of employment
The Netherlands: Gender discrimination in the field of employment This document outlines legislation in Belgium that prohibits discrimination on the basis of race and national origin in the provision of
More informationEquality, Diversity and Inclusion Policy
1 Equality, Diversity and Inclusion Policy Owned By: Senior Management Issue Date: July 2015 This policy will be reviewed in six months 1 2 Equality, Diversity and Inclusion Policy Introduction ProCo NW
More informationWhat equality law means for you as a student in further or higher education
What equality law means for you as a student in further or higher education Equality Act 2010 Guidance for students Contents Introduction... 3 Section 1: Introduction... 4 Section 2: Key concepts... 9
More informationUK Employment Law. Insight. Age discrimination: A reminder. McCririck v Channel 4 Television Corporation. January 2014. By Nick Marshall, Associate
January 2014 UK Employment Law Age discrimination: A reminder McCririck v Channel 4 Television Corporation By Nick Marshall, Associate The recent judgment of the Employment Tribunal in the John McCririck
More informationA guide for employers
A guide for employers Contents 01 Contents A guide for employers 02 Discrimination the new law explained 05 Other relevant legisltation 13 02 The Equality Act 2010 and cancer how it affects you A guide
More informationEmployment law solicitors
Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever
More informationBullying and Harassment at Work Policy
Bullying and Harassment at Work Policy i) Statement Everyone should be treated with dignity and respect at work, irrespective of their status or position within the organisation. Bullying and harassment
More informationYour rights to equality at work: working hours, flexible working and time off.
2. Your rights to equality at work: working hours, flexible working and time off. Equality Act 2010 Guidance for employees. Vol. 2 of 6. July 2011 Contents Introduction... 5 Other guides and alternative
More informationYour Application and Our Recruitment Process
Your Application and Our Recruitment Process Please read this guidance carefully before you complete the application. Orkney Islands Council s Equal Opportunities Policy means that we want to ensure that
More informationThe University of Bolton does not have any religious affiliation and does not endorse any particular denomination or faith.
POLICY ON RELIGION OR BELIEF 1 1. Policy Statement 1.1 Statement of Intent The University of Bolton celebrates and values the diversity of its community and aims to create a harmonious working and learning
More information2.1 The policy applies to all sportscotland employees including contractors and agency workers.
NON-PROTECTED sportscotland Human Resources Toolkit Equality & Diversity in Employment 1.1 sportscotland is committed to promoting equality and diversity in employment. sportscotland recognises the unique
More informationEqual Opportunity Policy
Equal Opportunity Policy PURPOSE Anahita Residences & Villas Ltd is committed to becoming an equal opportunity employer and to ensuring that all employees, job applicants, customers and other people with
More informationAdvice for employers
Advice for employers NAT gratefully acknowledges the support of the Trust for London (formerly the City Parochial Foundation) who funded this resource. HIV@ Work - Advice for employers 1 As a responsible
More informationAcas can help with your employment relations needs
Rights at Work discipline, grievances and dismissals equality and discrimination information and consultation parents at work pay time off trade unions and representation inform advise train work with
More informationWood Group Policy. March 2013. Equal opportunities. Energy Supporting Energy
Wood Group Policy March 2013 Equal opportunities Energy Supporting Energy Contents 1.0 Purpose 2 2.0 Scope 3 3.0 Responsibilities 3 4.0 Definitions 3 5.0 Discrimination 4 6.0 Breaches of the policy 4 7.0
More informationEmployment Discussion Scenarios
Employment Discussion Scenarios Scenario 1 - Airline Employee Jeff works for an airline. One of the perks of the job is a discount card for travel on any of the company s flights. Jeff s married colleagues
More informationA guide for managers and employers. Bullying and harassment at work
A guide for managers and employers Bullying and harassment at work Acas can help with your employment relations needs Every year Acas helps employers and employees from thousands of workplaces. That means
More informationA guide for employers and employees. Religion or belief and the Workplace
A guide for employers and employees Religion or belief and the Workplace Acas can help with your employment relations needs Every year Acas helps employers and employees from thousands of workplaces. That
More informationDignity at Work. Standards of behaviour in the Crown Prosecution Service
Dignity at Work Standards of behaviour in the Crown Prosecution Service Contents Foreword 2 Introduction Policy Statement 3 Dignity at Work Framework 6 Examples of Unacceptable Behaviour 10 Annex 1 Examples
More informationThe Act protects people from discrimination on the basis of protected characteristics. The relevant characteristics are:
Equality Act 2010 The Equality Act 2010 brings together, harmonises and in some respects extends the current equality law, by making it more consistent, clearer and easier to follow in order to make society
More informationRacial Harassment and Discrimination Definitions and Examples (quotes are from the Stephen Lawrence Inquiry report, 23 March, 1999)
APPENDIX C Racial Harassment and Discrimination Definitions and Examples (quotes are from the Stephen Lawrence Inquiry report, 23 March, 1999) Racial Harassment is an act designed to intimidate, humiliate,
More informationIncreasing the Magistrates Court fine limit Equality Impact Assessment
Increasing the Magistrates Court fine limit Equality Impact Assessment Introduction The Ministry of Justice tabled Government amendments at the Commons Report stage of the Legal Aid, Sentencing and Punishment
More informationYour rights to equality at work: when you apply for a job.
1. Your rights to equality at work: when you apply for a job. Equality Act 2010 Guidance for employees. Vol. 1 of 6. July 2011 Contents Introduction... 1 Other guides and alternative formats... 1 The legal
More informationProcedure No. 1.41 Portland College Single Equality Scheme
Introduction Portland College recognises the requirements under current legislation to have due regard to the general equality duty. 1.0 Context 1.1 Portland College supports equality of opportunity, promotion
More informationGUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE
ANDREW M. CUOMO Governor HELEN DIANE FOSTER Commissioner GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE STATUTORY REQUIREMENTS Sex discrimination is unlawful pursuant to the New York
More informationAct Implementing European Directives Putting Into Effect the Principle of Equal Treatment 1)
Act Implementing European Directives Putting Into Effect the Principle of Equal Treatment 1) Quote: "General Anti-Discrimination Act of 14th August 2006 (Federal Law Gazette I, page 1897), last amended
More informationGUIDE TO EMPLOYMENT LAW IN GUERNSEY
GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum
More informationHow to claim against disability discrimination in schools - a guide for parents
Special Educational Needs and Disability Tribunal SEND4 How to claim against disability discrimination in schools - a guide for parents About this guide The aim of this guide is to help you through the
More informationEquality Act 2010: Summary Guidance on Employment
GUIDANCE FOR BUSINESS Equality Act 2010: Summary Guidance on Employment Equality and Human Rights Commission www.equalityhumanrights.com Table of contents Introduction... 5 The legal status of this guidance...
More informationColchester Borough Council. Equality Impact Assessment Form - An Analysis of the Effects on Equality. Section 1: Initial Equality Impact Assessment
Colchester Borough Council Equality Assessment Form - An Analysis of the Effects on Equality Section 1: Initial Equality Assessment Name of policy to be assessed: Internal Communications Strategy 2015
More informationYour rights to equality at work: training, development, promotion and transfer.
4. Your rights to equality at work: training, development, promotion and transfer. Equality Act 2010 Guidance for employees. Vol. 4 of 6. July 2011 Contents Introduction... 1 Other guides and alternative
More informationEquality & Diversity. A good practice guide from The Chartered Insurance Institute
Equality & Diversity A good practice guide from The Chartered Insurance Institute 0 Foreword Equality and diversity are terms with which we are all familiar, if only in terms of their definitions of creating
More informationThe Equality Act 2010 A Guide. September 2012.
The Equality Act 2010 A Guide September 2012. What is the Equality Act? The Equality Act is a piece of legislation that protects us all from unfair treatment because of a physical or other specific characteristic
More informationLevel 1 Award in. Equality and Diversity. Specification. Ofqual Accreditation Number 601/2671/1
Level 1 Award in Equality and Diversity Specification Ofqual Accreditation Number 601/2671/1 Ofqual Accreditation Start Date 01/03/2014 Ofqual Accreditation Review Date 28/02/2018 Ofqual Certification
More informationThere have been many changes to employment law and regulations over the years. A key area is the freedom or lack of freedom to dismiss an employee.
Dismissal Procedures There have been many changes to employment law and regulations over the years. A key area is the freedom or lack of freedom to dismiss an employee. An employee s employment can be
More informationPOLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose.
POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008 Contents Introduction Scope Purpose Policy Equal Employment Opportunity Where does EEO apply? Recruitment and Selection
More informationAct Implementing European Directives Putting Into Effect the Principle of Equal Treatment. ielfalt statt Einfalt! m für Gleichbehandlung
Act Implementing European Directives Putting Into Effect the Principle of Equal Treatment ielfalt statt Einfalt! m für Gleichbehandlung Act Implementing European Directives Putting Into Effect the Principle
More information3.2 GTCC is committed to promoting EEO for women, members of racial minorities and people with disability.
Policy Anti-Discrimination and Equal Employment Opportunity 1 Background Greater Taree City Council s (GTCC) general obligations in regard to anti-discrimination and equal employment opportunity (EEO)
More informationThis factsheet only outlines some areas of employment law. Details of where to get further information and advice are included in section 10.
Factsheet 4 June 2014 About this factsheet This factsheet is aimed at older people who are in work. It covers employment rights and retirement, how health issues and caring responsibilities can affect
More informationEquality act 2010: What do i need to know? quick-start GuidE FoR BuSinESSES Who SEll GoodS and SERVicES
Equality act 2010: What do i need to know? quick-start GuidE FoR BuSinESSES Who SEll GoodS and SERVicES www.britishchambers.org.uk 2 Introduction The Equality Act 2010 replaces the existing antidiscrimination
More informationBusiness Skills Apprenticeship Frameworks
Business Skills Apprenticeship Frameworks Employee Rights and Responsibilities Workbook February 2014 Business & Administration Human Resource Management Business Innovation and Growth Marketing Campaigning
More informationProsecuting Attorneys Council of Georgia
1. Purpose. The purpose of this policy is to maintain a healthy work environment in which all individuals are treated with respect and dignity and to provide procedures for reporting, investigating and
More informationBullying and Harassment CIPD London Branch. Joanne Owers and Aron Pope 17 April 2013
Bullying and Harassment CIPD London Branch Joanne Owers and Aron Pope 17 April 2013 Who are Fox Williams? Full service business law firm Well recognised Employment Department which specialises in employment
More informationCulture, Communities and Rural Affairs Equality And Diversity Awareness
Culture, Communities and Rural Affairs Equality And Diversity Awareness 1 Introduction This booklet is aimed at Culture Communities and Rural Affairs (CCRA) staff and casual staff who do not have access
More informationEmployment / immigration. What does it mean to take on employees?
Employment / immigration What does it mean to take on employees? Contents Overview...01 Contracts of employment...01 Maximum working hours and holiday entitlement...01 National minimum wage...01 Statutory
More informationIntroduction of a ban on the payment of referral fees in personal injury cases Equality Impact Assessment
Introduction of a ban on the payment of referral fees in personal injury cases Equality Impact Assessment Introduction This Equality Impact Assessment (EIA) relates to amendments to the Legal Aid, Sentencing
More informationEQUALITY ACT 2010 SUMMARY OF KEY CHANGES IN PLACE AND FURTHER CHANGES FROM APRIL 2011
EDC10D003 Title: Equality Act 2010 and Public Sector Equality Duty Author: Helen Murdoch - Equality and Diversity Manager Circulation: Equality and Diversity Committee 28 February 2011 Agenda: EDC10A001
More informationIntroduction to UK Employment Laws for U.S. Employers
Ogletree Deakins International LLP Fourth Floor, Thavies Inn House 3-4 Holborn Circus London EC1N 2HA United Kingdom Tel: +44 (0)20 7822 7620 www.ogletreedeakins.co.uk www.ogletreedeakins.com Introduction
More information