The Equality Act and Employment Detriment

Given the culture these days of “No Win - No Fee” solicitors, the majority of employers have legal expenses cover that allows them to be guided through all employment issues by professionals who have the expertise in employment law. Owners/managers are advised to use this service for even the smallest employment issue as not following due process can prove costly for employers. In addition, these experts and the advice they give are non-biased and in accordance with current employment legislation.

I would look to see what wage increases were done in the history of each employee; I would do this to see if all employees in each department were equally paid within the guidelines of the Equal Pay Act “the EPA requires employers to pay men and women equally for performing the same work” (Thorne, Ferrell, & Ferrell, 2011). I would then see when the last evaluation was done on each employee; I would check to see if any pay increases were done; I would inspect this to be sure each employee was fairly evaluated based on their job responsibilities. To get everyone in compliance, I would also compare the compensation of other firms to ours to be sure we are being fair to our employees.

In this essay I am going to explain how the Equality Act (2010) P4 and assess how the act promotes anti-discriminatory practice M2. I will also be evaluating how successful the Equality Act (2010) is in promoting anti-discriminatory practise.D1

Potter eligible for his complaint and is protected by the code as a non-unionized employee. The breach of the employment contract bounding Mr. Potter and the Commission clearly falls into the realm of constructive dismissal. The absence of proper authority and the change of terms of employment prior a settlement between the two parties, is why the case turned into Mr. Potter’s

This case has been the most interesting one so far for me because I can one day be placed in a situation like Usher Transport. Paul Black was terminated from the company as a truck driver. He later applied for another position with Landstar where he permitted his new potential employer, Landstar, to contact previous employers concerning his employment history. Usher Transport returns the form and unfortunately, Landstar declines to hire Paul Black (Black v. Usher Transport, 2011)

(5) Is it material to the answer to Question 3 that the woman ' s right to access to an immediate pension provided for by the Severance Terms could only be satisfied if she qualified for an immediate pension under the provisions of the private occupational scheme in that she was being treated as retired by the Guardian because she was made redundant within seven years of her normal pension date under the pension scheme?"

On October 1st, Maryland’s new Equal Pay for Equal Work Act took effect which forbidden employers from providing less than auspicious employment opportunities to or discerning against employees by compensating different rates built on their sex or gender identity. Under the new law, employers will be prohibited from trusting on sex or gender identity to allocate or direct employees into less advantage career paths or positions. They will also be excluded from failing to provide info about raises or advancement in full variety of professions or career tracks accessible, and they will not be able to limit or remove employees of employment opportunities that would otherwise be available to them. This law permits employers to have a written policy

On 24th October 2012, the employee Mrs Smith reported a grievance against Mr Hamilton on the grounds of age discrimination. The act of discrimination was reported to be on the 10th October 2012. Mrs Smith reported this grievance verbally to Mrs Tool (manager) on the 10th October 2012. However Mrs Smith felt the outcome of the verbal report had not resolved the matter and therefore reported the grievance formally in writing on the 24th October 2012. Mrs Smith wanted her grievance to be discussed formally and resolved. The grievance report was received and dealt with by

Finally if employer is find illegal on unfair dismissal. It may order reinstatement or the payment of compensation up to 26 week’s pay (to a maximum of $54150) to the employee if reinstatement would be inappropriate in the given circumstances (Loudoun, 2009, p80). Mark Phillips (2009) stated that “All workers have protection after a six month qualifying period (12 months for small businesses with 15 full-time equivalent staff or less)” and “The exemption from unfair dismissal when sackings occur for ‘operational reasons’ will be removed. This was seen as the major improvement on WorkChoices. By contrast, under WorkChoice Laws the coverage of the unfair dismissal laws was as less as to only business employing more than 100 employees (Loudoun, 2009, p79). So this law leads to that more unfair treatment of employees when they were dismissed as indicated by the decline of unfair dismissal application to the Industrial Relation Commission of NSW (IRC of NSW 2006, p.11) and the AIRC (AIRC 2007).

Despite the Act coming in to place over fifty years ago in 1957, statistics show that improvements to the gender balance have been painfully slow. By 1997, just as little as 21% of house of Lord members were women, although that being the case the numbers had double since 1992. Today (2010) there is still only 29% of MPs that are women . For decades, activist groups, lobbying groups, human rights campaigners and a range of societal and moral pressures have been influencing factors in the introduction of legislative, corrective measures. A number of Acts have been introduced to promote equality. Equality is often a broad topic for discussion, the UK in particular feels equality in the work place and general society is determent. The employment

the Employment-at- Will Act he can terminate her unless some type of contractual terms are

Employment and Labor law initially arose out of protection for employee as a result of the outcomes being one-sided towards employers. There are four categories dealing with employment law. The most famous of these is the Employment at Will which is also known as the Law of Wrongful discharge to many. Pay and Benefits is another category to be mindful of when thinking in terms of Labor Law, this category also includes safety and privacy issues for the employee. The third category deals with Union-management relationship, and last but not least is discrimination and harassment. Who has what responsibility in these sensitive issues is what we are going to discuss within this document.

The definition of ‘Employment’ and an ‘Employer – Employee relationship’ is one that has puzzled most commentators to the extent that there have been growing calls for shelving of the entire distinction between an ‘Employee’ and an ‘Independent Contractor’ through a broad understanding of ‘Employment’.

The Employment Rights Act 1996 gives employees the right not to be unfairly dismissed by their employer. Under the Employment Rights Act (1996), Roberto would not be protected against unfair dismissal, if this was to be Roberto’s first job because his current employment has been less than two years. However, if Roberto has been employed before his current employment at Weatherguard, he would be protected against unfair dismissal and would have the right of a statutory redundancy payment, if his continuous employment has been at least two years under Section 135 (n.a., 2016). Under the Employment Rights Act (1996) [Section 94], James has the right not to be unfairly dismissed and would be protected. If he was to be unfairly dismissed, he could have the right to sue Weatherguard. If Roberto was to be dismissed, then Weatherguard

It is alleged that since April 2017 I have failed to provide full and frank disclosure to the Department regarding my interest in my business ‘Entrepreneurial Edge’.