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Sainsburys - employee rights

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Introduction

BUSINESS STUDIES MISS KAUR Sainsburys SECTION THREE: Here are the rights as an employee (the responsibilities of the employer): * To be provided with safe working conditions * To receive written particulars of employment within two months of starting work. * To be paid a fair wage or salary in return for being ready and willing to work. * To be provided with information concerning your rights. * In some cases to be provided with work * To have any grievances properly dealt with. * Not to be discriminated against on grounds of race, sex or disability. * To be able to choose whether or not to join a trade union. * To be consulted over matters which will significantly affect your terms and conditions of employment. * To be treated responsibly. Here are the responsibilities as an employee (the rights of the employer): * To be ready and willing to work * To give a personal service * To be responsibly competent * To take responsible care of your employers property * To carry out responsible and lawful instructions * To act in good faith, i.e. ...read more.

Middle

THE SEX DISCRIMINATION ACT 1975 This act makes it illegal for anyone to be discriminated against on grounds of gender (or gender reassignment)- either directly or indirectly. In employment this applies to recruitment and selection for jobs and promotion, training, the way you are treated in a job, dismissal and redundancy. Direct discrimination is where one gender is excluded, e.g. 'only men need apply'. Indirect discrimination is where a condition would make it more difficult for one sex to comply e.g. 'only those over 6' 6" need apply'. Even if this is done unintentionally, the organisation is still guilty. There are some special expectations, such as in acting or live-in jobs, if the employer can show a genuine occupational qualification (goq) applies. Sainsburys must use this act so that there will be discrimination when it comes to employ someone because of there gender. This act ensures that the males and females are treated as equals in Sainsburys. E.g. If there was a job going at Sainsburys, and there were a number of people going for an interview, but only men were considered the job because women were thought of as not strong enough, that would be direct discrimination. ...read more.

Conclusion

The disability may be physical, sensory or mental but must be relatively long term (i.e. last more than 12 months). Employers must not treat a disabled person less favourably than able-bodied persons whether in recruitment, training, promotion or dismissal unless justified. Employers must also be prepared to make responsible adjustments to the workplace to enable the disabled person to do the job. Disabled persons who suffer discrimination can complain to an employment tribunal. Discrimination in this case is not divided into 'direct' and 'indirect' but is 'less favourable treatment that cannot be justified'. conclusion This act would protect the employees at Sainsburys because if there was a disabled employee working there then he/she could not be discriminated, because of the act the employee would be protected. E.g. if there was an disabled employee working at Sainsburys, and they wanted to change the size of one of the isles in the storage room, to make room for something else, but the employees wheelchair could not possibly fit through there. They would not be allowed to do that because of the employee's disability. ...read more.

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