What The Four Main Acts Mean:
The Employment Rights Act 1996 basically covers all the main rights that all employees working at Sainsbury’s are entitled to. For example one of the points in the act is ‘An employee asked to work on a Sunday can “opt-out” by serving notice’ etc.
The Sex Discrimination Act 1975 makes it illegal for any employee to be discriminated on gender terms directly or indirectly. For example if you are a women employee at Sainsbury’s and have the same job as a man employee working their too they must be both paid the same sum of money. This is down to The Equal Pay Act 1970 but also comes into the sex discrimination act. Also Sainsbury’s are one of many few who advertise for jobs with both gender not just one. E.g. ‘We are looking for a hard working person, male or female’.
The Race Relations Act 1976 makes it unlawful for anyone to be discriminated on race (ethnic origin), religion, nationality and colour again directly or indirectly etc. e.g. ‘Only white people can apply for this job’, this was just an example; Sainsbury’s will never ever advertise for jobs like this.
The Disability Discrimination Act 1995 is concerned with discrimination against people with disabilities. This applies to Sainsbury’s as they employ over fifteen employees. The disabilities may include being physical, sensory or mental. When Sainsbury’s interview disabled applicants the will judge them on the ability of work they can produce for Sainsbury’s not on their disabilities.
Discrimination:
Different types of discrimination can be:-
- Disability
- Sex
- Age
- Being ‘Picked on’
- People being treated differently.
- Religion/race
This is why all of the legislation acts exist. Sainsbury’s agrees and abides with all of them; this is why they have an equal opportunities policy.
There are two types of discrimination; They mainly occur in the sex discrimination act. They are called Direct and Indirect discrimination. Here is a little information on them.
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Direct Discrimination- Where one gender is excluded e.g. ‘Only men need to apply for this job’ or ‘Only apply if you were born in the UK’. Sainsbury’s do not agree by these discrimination examples and employ based on skill etc not on gender etc.
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Indirect Discrimination- Where a rule would make it hard for a gender to apply to work at Sainsbury’s. e.g. ‘Only people who are 6’ 6” can apply for a job here’ or ‘Only apply for the job if you were born in Barnet’ etc. Sainsbury’s do not agree by these discrimination examples and employ based on skill etc not on gender etc.
If any of these laws are broken by Sainsbury’s intentionally or unintentionally they are still guilty of breaking the laws and will be taken to ‘The employment tribunal’. This is not run by judges; it is run by people who are in high business status. The case will be dismissed if Sainsbury’s had a Genuine Occupational Qualification (GOQ) but they don’t have this so they have no reason for breaking the acts laws.
If an employee does decide to take Sainsbury’s to an employment tribunal, it would damage Sainsbury’s reputation and show that they do not care about the strict discrimination laws. All employees get an employment tribunal if they wish; for example all employees have the right to receive pay. If they don’t they are being discriminated and can get compensation or their old job back without being discriminated.
When Sainsbury’s recruit, dismiss or promote their employees it cannot be based on discrimination. E.g. ‘Being promoted when you are female but not when you are male’ or ‘As the applicant is tall Sainsbury’s will employee him/her’. Sainsbury’s do not agree by these discrimination examples and promote based on effort etc not on age etc.
Sainsbury’s have adapted their uniforms if an employee is a Muslim or another race that has to have strict clothing rules. E.g. trousers instead of skirts.
Equal Opportunities Legislations Ms Smith
