• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Equal Opportunities Legislation.

Extracts from this document...

Introduction

Equal Opportunities Legislation Equal opportunities law states that a person applying to a job isn't allowed to be discriminated against by an employer because of: * their sex/gender * their religion * their race or colour * any disability that that may have If an applicant to a job thinks that they may have been discriminated against, they can complain to the Equal Opportunities Commission who will review their case. If the company is found to be guilty of discrimination then they can be prosecuted and forced to pay compensation to the applicant who did not get the job. The Laws businesses have to take into account when recruiting and selecting staff Sex Discrimination Act 1975 A law was passed in 1975 which made it unlawful to discriminate against a person because of their sex or because they are married. A company cannot advertise for people of a certain sex, neither can they show sex discrimination in training or promotion opportunities at work. ...read more.

Middle

This Act operates in a similar way to the Race Relations Act and the Sex Discrimination Act, but also places a duty on an employer to make 'reasonable adjustments' to premises or working practices to allow a disabled person to be employed. The definition of disability is wide and includes physical disabilities, sensory disabilities (visual or hearing impairment), learning difficulties, mental health problems as well as progressive conditions such as Multiple Sclerosis and Aids. Human Rights Act 1998 The Human Rights Act was incorporated into UK law on 1st October 2000 and is intended to implement the European Convention on Human Rights in the UK. The latter outlines several issues, including rights to freedom of thought, conscience & religion, the right to respect for private and family life and in particular, 'The enjoyment of the rights and freedoms... shall be secured without discrimination on any ground such as sex, race, colour, language, religion, political or other opinion, national or social origin, association with a national minority, property, birth or other status.' ...read more.

Conclusion

Unfair dismissal Employees need protection against being unfairly dismissed. Examples of when it is unfair to dismiss an employee include, because: * They are a member of a trade union * They are pregnant * They refuse to work Sunday If an employee thinks that he or she have been unfairly dismissed then they can take their cage to an Industrial Tribunal. This Industrial Tribunal will hear both sides of the argument and if it believes that the employee had been unfairly dismissed then it will award the employee compensation and may force the company to give them back their job. Disciplinary Procedures The contract of employment sets rules that a firm must follow if it wishes to dismiss an employee for unsatisfactory work or misconduct. Usually a verbal warning is given first, then a first written warning is given, and a final written warning is issued. Once this procedure has taken place an employee may be legally dismissed from work. Employees can be instantly dismissed if they are found guilty of Gross Misconduct. This means that they have committed a serious offence at work e.g. theft. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Employment Law section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Employment Law essays

  1. Marked by a teacher

    Critically assess how effective employment law is as a means of altering social attitudes.

    4 star(s)

    of the following provisions the principle of equal treatment shall mean that there shall be no discrimination whatsoever on the grounds of sex either directly or indirectly by reference in particular to marital or family status. 24 Article 2 (4)

  2. I will be looking at the issue of disability discrimination in employment. I will ...

    Also, in the case of Redfearn v Serco Ltd4, the EAT held it was a dismissal based on racial grounds because race gad played a huge part in the driver's dismissal. The Court of Appeal disagreed with this decision. The fact that racial thoughts had entered into the organizations decision

  1. employment law

    had acted lawfully. The legal proceedings were brought before the court under the Equal Pay Act 1970 claiming that they were entitled to equal pay. The House of Lords also decided a case of Strathclyde Regional Council v. Wallace on the fact that female teachers did the same work but were paid at a lower rate.

  2. The measure of success of any law of the termination of employment is the ...

    (Yetton v Eastwoods Froy Ltd (1966)39) In recent years, the courts have indicated that they are prepared, in certain circumstances, to view the employer's repudiatory act as not automatically terminating the contract, but rather presenting employees with an option either to accept the employer's repudiatory conduct as terminating the contract,

  1. Agency Workers

    An example of this is shown in the case of James v Greenwich Borough Council, the Court of Appeal held that an agency worker is in reality an employee, where, on the facts of a given case, it is necessary to imply a contractual relationship between the worker and the business.

  2. What does the Sex Discrimination Act say?

    for other claims. Special provisions apply to claims about discrimination in the state education sector. What remedies are there for unlawful discrimination? Possible remedies include: * A declaration that unlawful discrimination has occurred. * Compensation for financial loss, injury to feelings and injury to health with interest.

  1. Potential forms of discrimination

    * The special training that some workers receive may be on a more personal basis so the trainer can give their full attention to the trainee as to offer them more help if they need it. Disabilities policy for the Tab Bar Section (I)

  2. Equal Opportunities

    Both equal opportunity acts came into effect on 29 December 1975 and both have been significantly amended to broaden their scope, particularly by the provisions of the Sex Discrimination Act. Why is it then, that twenty years since the act was introduced, women in Britain still hold fewer public positions than in most other European Union states (The Guardian 1998)?

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work