Potential forms of discrimination
Potential forms of discrimination There are many potential forms of discrimination in business and they fall into the following categories Gender, Race, Religion, Age, Differential behaviour and Harassment. For each of these headings I will explain each of the above forms of discrimination: - * Gender this heading can be split into two headings discrimination against males and discrimination against females. The discrimination under this heading is job relates for example male are seen to have typical male jobs for example builders, mechanics, footballers, accountants and chefs. Women's bobs are normally seen as cleaners, secretaries, teachers and nurses, these two lists of jobs normally stick to the gender but some of these jobs are done by the other gender for example teachers and nurses are some good examples of this. So for discrimination purposes men and women tend to get particular jobs because of their gender. * Race this heading can be split into stereotypical headings for example taxi drivers are normally Asian and they have there own business, they will probably not hire anyone who is not related to them so it is discriminating to everyone else. Teaching however is normally seen as a white person's job and you do not normally see many people from ethnic minorities working as teachers, this is discrimination against people that are not white. Another example of
Analyse the Effectiveness of the Law in Relation to Affirmative Action as it applies to Women. Affirmative Action laws have greatly increased, statistically, the role of women in the workforce
Analyse the Effectiveness of the Law in Relation to Affirmative Action as it applies to Women. Affirmative Action laws have greatly increased, statistically, the role of women in the workforce as well as improving working conditions and awards granted to women. However, many argue this is just a superficial answer to a deep underlying problem of a male orientated workforce. Other critics argue that while the principles of Affirmative action are good, the legislation itself is ineffective, and finally, some opponents argue that Affirmative Action undermines the principles of equality. Supporters for Affirmative action, ague that equality will eventually be achieved, as discrimination will be removed and employers will be forced to accept women as equal employees. Affirmative Action, in theory, as laid out in the Affirmative Action (equal opportunity for women) Act 1986 would eliminate discrimination against women and create equal opportunities. Supporters claim the legislation is reversing past discrimination and natural bias, created from centuries of a male dominated work force, they also argue that using Affirmative Action to place women into high management roles will create role models for future generations, in which Affirmative Action will hopefully not be necessary. One of the primary components of Affirmative Action, however, is that women, when they have equal
Legal Due Diligence Checklist
Legal Due Diligence Checklist John F. Noble University of Phoenix-West Florida Campus Legal Environment of Business Law 529 Judge Gregory P. Holder and Amanda Kaiser October 27, 2005 Legal Due Diligence Checklist Assessing risks and issues while determining whether to purchase a company is the number one skill venture capitalists must possess. The prospective buyer of Five Friends Construction must investigate and gather all information about the company and its business assets. The purpose of this it to decide whether to proceed with the initial transaction on the initially discussed terms, establish areas of risk that need particular attention or, if justified, withdraw from the proposed investment (Global Law Review, 2005). Creating a due diligence checklist is the way to critically assess a companies current and potential profitability. Elements of Legal Due Diligence Checklists There are at least sixteen elements of a Legal Due Diligence checklist. The organization and it's good standing, financial information, physical assets, real estate, intellectual property, employees and employee benefits, licenses and permits, environmental issues, taxes, material contracts, product or service lines, customer information, litigation, insurance coverage, professionals, and articles of publicity completes a thorough list of risks to research before purchasing a company
Sexual Discrimination
GCSE Law: Coursework Assignment 1- Sexual Discrimination The law relating to sex discrimination is heavily influenced by European Union law. Article 141 of the Treaty of Rome provides that "Each member of state shall ensure that the principal of equal pay for male and female workers for work of equal value is applied." The Sex Discrimination Act 1975 (SDA) prohibits sex discrimination against individuals in the areas of employment and education. The Sex Discrimination Act applies to England, Wales and Scotland. The SDA applies to women and men of any age including children. The Sex Discrimination Act was introduced to make it unlawful for employers to discriminate in any other way on the grounds of sex. This includes areas such as: * Employment * Education * Goods * Facilities * Services and * Housing The SDA 1975 was set up by the Equal Opportunities Commission (EOC) which monitors equality. The commission can help a complaint to bring a case. It can also bring cases itself when it believes there has been a breach of the law. A teenage girl was once awarded over £24,000 compensation in 1994 because she was turned down for an apprentice as a motor mechanic because of her sex. The act also means it is against the law to: ) Discriminate against you because of your sex, martial status or pregnancy 2) Sexually harass you 3) Dismiss you from your job because of
Sexual harassment in business America
CHAUNCEY M. HOLLIE NOVEMBER 21, 2003 BLAW 310, SECT 003 SEXUAL HARASSMENT IN BUSINESS AMERICA Sexual harassment is defined as a form of unlawful sex discrimination. Under federal law in the United States, sexual harassment is unwanted verbal or physical behavior of a sexual nature that occurs in the workplace or in an educational setting. This unwanted conduct, which is based on sex or of a sexual nature, can make a person feel uncomfortable, afraid, or helpless. Sexual harassment can be targeted toward either gender, however, the majority of cases involve a female being the target victim. Studies show that 40 to 90% of all United States working women have or will experience some form of sexual harassment throughout their careers. In this paper, sexual harassment in the workplace will be discussed, along with the laws, the effects, and the employer responsibilities involved with sexual harassment. The first sexual harassment case was decided by the American Court System under Title VII in 1976. In 1980, after more complaints began to surface, the Equal Employment Opportunity Commission (EEOC) issued guidelines as to what constitutes sexual harassment under Title VII of the Civil Rights Act of 1964. Title VII prohibits employment discrimination on the bases of sex, color, or origin. Still, the public remained almost blind to the subject, until
Explain and give examples of how employees are safeguarded by employment law.
M2 Explain and give examples of how employees are safeguarded by employment law Employees in a business like Boots need to be safeguarded. If they were not safeguarded then the employees may think it is not a good work place. In this case they would leave the business. Therefore Boots has a leaflet showing to the employees what kind of things they don't accept. For example: Race relation Act Disability discrimination Act Sex discrimination Act Employment Rights Act The Race relations act is to protect all the different races and cultures. For example if Boots called two different races to an interview, people cannot be treated differently or favorably because of their background or religion. There are two types of racist act, these are known as indirect and direct. Indirect is when a company might say no Japanese can apply because of their language. Direct racism is when a company might say no red people can apply. The disability discrimination act is that you can't discriminate other people because of their disability. Businesses must provide facilities for the disabled people who apply to work in businesses. Things like: * Lifts * Ramps * Disability car parks * Disability toilets * Automatic doors This would then please the customers at Boots and other businesses. In this case there is an even chance of more people to be employed. An example of what
Labour law
Labour Law Coursework Law within the business work place settings are paramount in order to bring about and maintain organisation, promote the safety and convenience of individuals and to assist regulation of relationships within the workplace. When everyone abides to the law that has been enforced there is usually harmony, it is only when the laws are breached that serious problems occurs. This text will consist of legal advice for a female employee who worked in a bar (by the name of Frankie) and was subject to sexual discrimination and unfair, hostile treatment from the manager and landlord of her workplace. The discrimination occurred at a work related party after working hours. Direct and indirect discrimination from friends of the landlord was also used to make her feel uncomfortable. The main issues raised by the situation are unfair treatment, sexual discrimination, sexual harassment, inadequate support from her employee to rectify the problem and the breach of the Human rights act (1998) To be classified as an employee there must be a contract between the individual (employee) and the employer. All employees work under a contract for services. Within a contract there are expressed terms and implied terms. Expressed terms are written into the contract and agreed by all in question, whilst implied terms are not written. Implied terms of the employer refer to issues
IR Laws unnecessary or indispensible
IR Laws - unnecessary or indispensible? I INTRODUCTION 'You are never strong enough that you don't need help.'1 The relationship between workers and those needing labor services is one of the most important relationships in society,2 which serves not only an economic function but also a social one as well.3 Prior to federation that relationship was largely unregulated, with 'piecemeal' legislation enacted to control workers, and to secure wealthy business interests. 4 Wages and working conditions were almost exclusively negotiated at common law through either individual or collective representation; the work relationship was viewed almost exclusively in economic terms.5 The nature and understanding of that relationship has evolved substantially since those earlier times,6 into one that is now regulated by the State through legislation.7 But an argument still persists...that sufficient protection for parties exists at common law, and that regulation unduly interferes with the freedom of individual choice to contract.8 This paper will examine whether workplace laws should be deregulated, and if so, why. II HISTORICAL REFLECTION ~ WHERE DID WE COME FROM AND WHY ARE WE HERE? 'If there is to be peace in our industrial life let the employer recognize his obligation to his employees - at least to the degree set forth in existing statutes.'9 An appropriate starting
The National Assembly for Wales is governed by 'an absolute duty' to promote equality in all its functions. What is an 'absolute duty' and to what extent do you think the Assembly is succeeding
EQUAL OPPORTUNITIES The National Assembly for Wales and Absolute Duty CONTENTS INTRODUCTION 3-5 EQUALITY IN PRACTICE 6-10 CONCLUSION 11-13 REFERENCES 14-16 The National Assembly for Wales is governed by 'an absolute duty' to promote equality in all its functions. What is an 'absolute duty' and to what extent do you think the Assembly is succeeding? Introduction In July 1997, the Government published its White Paper, A Voice for Wales, which outlined its proposals for devolution in Wales. Subsequently endorsed, by a narrow, 50.3 per cent 'yes' vote, in the referendum of September 1997, Parliament passed the Government of Wales Act 1998 (Great Britain, 1998). This Act established the National Assembly for Wales (NAW) and transferred devolved powers and responsibilities from the Secretary of State for Wales to the Assembly in Cardiff, as soon as the new body met. Its provisions included a directly elected Assembly to deal with the massive budget, previously dispensed by the Secretary of State for Wales. The ratification of devolution enabled the NAW to pass secondary legislation and implement policies, which are particularly relevant to Wales. Unlike the Acts governing Scotland and England, equal opportunities are a prominent feature of the Wales Act: they cover equality of language: 'The Assembly shall in the conduct of its business give effect, so far as is both
Why do we need employment acts?
Pass 3 Equal opportunities Why do we need employment acts? Why need employment acts because business could only employ people that are English and white but we have a employment's acts so they have to employ people with different skin colour people with disabilities and people with the same sex. Both women and men are protected under health and safety and that they get paid the same amount of money. Employment's acts make sure that everyone in business gets equal opportunities. The employment rights act 1996 * All employees must receive written details of their employment term, their contact within two month of starting work. If the boss makes change on the contact he must tell the employee but if the employee does agree with the change made, he/she can claim constructive dismissal which is try to make the employee hand it there notice. * All employee are entitled to see what they are being paid so they can see what they get and what they get after tax and things like that have been took off. * All employee are entitled to say they don't want to work Sundays they cant be sacked for this. * All female employee is eligible for maternity leave and when they come back they should be allowed to go back to their work they were doing. * An employee cannot be dismissed for acting has a trade union official or health and safety representative. * If an employee gets called