It is a law that has been put into place to prevent any discrimination against; age, sex, race, disabilities, religion, gender and sexual orientation in a work place or in society generally. This also includes indirect discrimination as well as direct discrimination towards patients and colleagues (Human Resources, 2013). If the Act is broken the employer has to informally discuss a disciplinary first, before any action is taken. A formal disciplinary is only made depending on how the victim would like to handle the problem, if the employee concerned has had various
In other words, an individual cannot be held to different standards when being considered for a hiring, promotion, training, transfer, compensation. In this case, a man should have the same opportunity as a women to work as a secretary in a cosmetic company such as Lois Lance Co. regardless of sex, physical image and looks. We believe that there is a prima facie case of discrimination that shows Ben Smith was treated differently. The appropriate test in this case used to
This seems to be the case because employers are still discriminating against citizens and meeting “racial quotas”. “That race helps to determine an individual’s acceptance to a college is not affirmative action, it is discrimination in action”(Robinson). Race-neutral, gender-neutral, protection was the first version of Affirmative Action proposed by Lyndon B. Johnson. This version consisted of everyone having an equal opportunity in the work place as well as in all educational facilities, without a person’s race, sex or
P2 Task 2 SEX DISCRIMINATION ACT 1995/97: This act outlines laws that are in place to protect employees against sex discrimination in the workplace. It means that men, women of any race and applicants who have had a gender reassignment operation will not be discriminated against by their interviewers or managers. This includes marital status, sex, or gender reassignment. It includes direct and indirect discrimination. Direct could be when a less qualified man could not be given a job over a more qualified woman whereas indirect discrimination is where a job has requirements that only one sex can fulfil.
They possess the same fundamental rights, and the comparable interests of each person should count the same in calculations that determine social policy. Neither supposed racial differences, nor skin color, sex, sexual orientation, ethnicity, intelligence, nor any other differences among humans negate their fundamental equal worth and dignity. The event of credit card company provide the support to the hate guoup also reletion to the essay “ Legal to Censor, but Unwise” by Gabe Rottman who is a legislative counsel and policy adviser at the Washington legislative office. Rottman claims that Financial services companies, are ill-equipped to determine which groups should live or die in hard cases of controversial speech like “hate speech”. So, credit card companies should not decide to whether provide support to the group even it is hate group.
• The equality Act 2010- The Equality Act came into effect in October 2010. Discrimination occurs because of age, disability, race, sex or sexual orientation. Discrimination could affect your ability to work, get involved in activities or use services that should be available for everyone. • The health and social care Act- Explain how legal requirements and codes of practice affect the day to day work of a social care worker in relation to handling information ii) When you have legal requirements and codes of practise they can both be used as helpful guidelines but can also be potential barriers. For example information should not be given out to anyone who isn’t involved.
In California, the State Law regarding drug testing states that “employers of 25 or more must reasonably accommodate employee wishes to participate in a rehabilitation program, provided no undue hardship is created; the employee may not have to pay for preemployment or continuing employment exam; and the California Department of Health interprets the state's laboratory licensing law to prohibit any drug test not performed in a certified laboratory or by a licensed physician” (U.S. Department of Labor).Employers have different reasons to conduct drug testing including “preemployment detection of illicit drug use, determination of fitness to work, maintenance of workplace security, and confirmation of suspended illicit drug or alcohol use” (Sloboda & Bukoski, 2003). Drug testing is as simple as it sounds. It uses different methods to determine if illegal drugs or alcohols are
The act will provide protection of employee benefits while on leave, protection to not have their rights interfered with or denied by their employer, and protection of retaliation by the employer. The employee will also be allowed intermittent FMLA leave to take care of his or her own serious medical issues. Under the guidelines of the FMLA, the employee in question does have to worry about taking time off to take care of his prematurely born children. It does not matter if the same manager is there or not when the employee first took the leave. The employee is allowed the 11 weeks off under the FMLA.
• The Equal Pay Act of 1963 - requires equal pay for men and women performing work that involves similar skill, effort, responsibility, and working conditions. • Title VII of the Civil Rights Act of 1964 - prohibits employment discrimination based on race, color, sex, religion, or national origin, in all matters of employment from recruitment through discharge. Also prohibits sexual harassment. • The Age Discrimination in Employment Act of 1967 - prohibits employment discrimination because of age for anyone age 40 or over. • Pregnancy Discrimination Act of 1978 - amended Title VII to recognize pregnancy as a temporary disability and prohibits discrimination on the basis of pregnancy, childbirth, or related medical
Unit 13 – P2 The impact of the legal and regulatory framework Sex discrimination - What is sex discrimination? * Equal opportunity laws aim to create a 'level playing field' so that people are employed, paid, trained and promoted only because of their skills, abilities and how they do their job. * This act was introduced in 1976 under the Sex Discrimination (Northern Ireland) Order. It’s unlawful for an employer to discriminate against you because of your sex, because you are married or a civil partner or you have gone through a gender reassignment. * This act covers almost all workers (men and women) and all types of organisations in the UK: * Recruitment * Employment terms and conditions * Pay and benefits * Status * Training * Promotion and transfer opportunities * It means that the employers cannot make any differences about the sexual status when it comes to select a candidate.