2. Legislations relates to employment in order to protect the rights of the employee, employer. Due the enforceability of law it ensures regulations, policies and procedures are put in place and are complied with. Where an employee finds they are not being adhered to an employer is liable e.g, national minimum wage, redundancy and employment contract. These three features are put in place to protect employees and employers within the law system.
These factors are what must be considered when filing suit of or defending against discriminatory allegations. Any exclusion from employment or job progression based off of these factors could be grounds for liability of discrimination and the defense would have to prove that the discrimination was based off of a BFOQ. If the discrimination were to be found in compliance with the BFOQ with a legitimate purpose for fulfilling the needs of the company, then the defense would not be liable for discrimination. 2. What is the purpose of the Glass Ceiling Commission?
1.3 Outline why legislation relating to employment exists. 1.4 Identify sources and types of information and advice available in relation to employment responsibilities and rights. 1.1 Some aspects covered by employment law include Anti-discrimination(Harassment and discrimination) This means treating someone worse than you would to another person for a reason. The Equality Act 2010 makes its your right not to be harassed or discriminated against. Discrimination can be direct or indirect, verbal abuse and unwanted physical contact.
This law applies to anyone with a disability classified under Code of Federal Regulations SS 404.159 Social Security. (www.ssa.gov/ophome/.../404-1590.htm) This law applies when someone that is classified as being disabled is discriminated or denied a promotion or employment due to a disability. The law will not be enforced unless the person with the disability files a charge of violation under (ADA 1990) with the EEOC (Equal Employment Opportunity Commission), (ADA.gov/United States Department of Justice Civil Rights
Right to work laws manage the extent to which a union can require an employee to become a member, and to pay union dues. Right to work laws can require and employee to become a member and to pay union dues either before or after the said employee has been hired. Right to work laws do not aim to provide a general guarantee of employment to anyone that may be seeking work. Right to work laws are rather a government regulation on the agreements
In unionized employees can negotiate with respect to employer’s offer, comparison system by job evaluation by preparing and maintaining pay equity. In non-unionized, the employer will prepare a pay equity but the employees have an opportunity to review and make changes to the plan. Hence this employer is not covered by Ontario’s pay equity act. b) Assuming that the employer is covered by the legislation, briefly explain the process that the employer needs to go through to achieve pay equity. (6
The American Disabilities Act (ADA) was passed by Congress and signed into law by President George H. Bush on July 26, 1990 to protect the civil rights of disabled individuals in regards to their employment, public transportation, and access to public establishments (National Institute on Disability and Rehabilitation Research, 2012). In regards to employment for individuals living with disabilities, the ADA outlines regulations and laws that are to be followed by potential employers. One of the regulations states that potential employers may not discriminate against an applicant based on a disability of a potential employee. This regulation is enforced by the U.S. Equal Employment Opportunity Commission.
The definition of disability according to the ADA is “a physical or mental impairment that substantially limits a major life activity.” Substance abuse and visual impairment correctable by prescription lenses are typically excluded as disabilities. The intent of the law was to protect disabled but otherwise qualified individuals in the areas of job application, hiring, advancement, discharge, workers’ compensation or any other privileges enjoyed by the average worker. Part of the act allows for reasonable accommodations to the known limitations of disabled
They also have rights and regulations that others have to follow or there will be repercussions to others actions. They can not be discriminated against for getting a job that they are suitable for. They can not be told that they can not have housing for any other reason except the ability to pay their rent. So the ADA provides disabled people with the opportunities others also receive. • How have people with disabilities been treated in the past?
Employment discrimination is prohibited against "qualified individuals with disabilities." This includes applicants for employment and employees. An individual is considered to have a "disability" if s/he has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment. Persons discriminated against because they have a known association or relationship with an individual with a disability also are