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Legal Factors and Recruitment

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Introduction

Legal Factors and Recruitment In a recruitment process, it is crucial that a business follows all legal acts and does not tolerate discrimination or take part in it. This goes for when handling applicants and employees. This is important because discrimination is illegal, and a business can collapse due to this act. It is important for Starbucks to make sure that job applicants have equal chances of being selected, promoted, trained, paid and dismissed. Gender/religion/race/colour/disability/age should not influence a decision to take place. Starbucks needs to be aware of equal opportunities when employing members or tolerating employees. Every worker or applicant must have the same rights and chances given. An applicant or an employee must not be discriminated against because of their sex orientation, race, gender, religion, disability or age. It is illegal for a business to discriminate against any act. Self-regulatory responsibilities Starbucks need to take on responsibility for when it comes to employing new staff. The responsibilities that they need to take on are as follows: * Three interviewers for each panel/ interview room * Interviews must always take place on ...read more.

Middle

Due to discrimination being illegal, parliament has passed these laws when employing and recruiting: Equal Pay Act, passed in 1970 "Payment of equal treatment for men and women in same employment. The Act serves to eliminate discrimination in the terms of employment between men and women." This law tries to prevent discrimination against unequal payments towards employees, whether they are the female or male gender. In other words, men and woman who do the same work should receive the same rate of pay for that job. Starbucks would need to consider this law when recruiting an individual, whether it's a woman or a man. They would also need to make sure that both male and female individuals are given the same rate of pay for the same position- such as a supervisor. Sex Discrimination Act, passed in 1975 "An Act to render unlawful certain kinds of sex discrimination, and promoting equality of opportunity between men and women in employment and in general" The sex discrimination act tries to prevent the inequality of payment and recruitment in a business to maintain a fair employment system. ...read more.

Conclusion

As well as employing a disabled person, it is mandatory for a working condition to contain disabled access. The layout of work should not discriminate against disability. At Starbucks, this law must be considered when recruiting or employing an individual with a disability. Starbucks needs to make sure that the working condition allows disability access, for example they need to ensure that there is a ramp for easy access to the store. Equal Opportunities Policy "An equal opportunities policy is designed to ensure that, as a minimum, an organisation complies with its equality obligations under the various pieces of anti-discrimination legislation." This policy is to ensure that equal opportunities are given at employment and recruiting, and to also comply with the law. Equal opportunities are supposed to be considered when making decisions such as recruiting, training, promoting, monitoring and dismissing. Starbucks would need to make sure that all employers have an Equal Opportunities Policy which will aim to eliminate discrimination in the workplace. Candidates or applicants must be considered for the job regardless of their race, gender, disability, or ethnic background. ?? ?? ?? ?? ...read more.

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