EA Presentation
<ul><li>The Employment Equality Act, 1998 </li></ul><ul><li>The Equal Status Act, 2000 </li></ul><ul><li>The Equality Act ...
<ul><li>Rights Based - Right to participate </li></ul><ul><li>Social Justice   - Non - Discrimination </li></ul><ul><li>Fa...
<ul><li>Treaty of Rome 1957 </li></ul><ul><li>Art. 119 – Equal Pay for Equal Work </li></ul><ul><li>Anti-Discrimination (P...
<ul><li>Consolidates existing law on Gender, </li></ul><ul><li>Marital Status & Equal Pay </li></ul><ul><li>7 New categori...
<ul><li>Established on 18 th  October 1999 </li></ul><ul><li>Expanded Role & Functions </li></ul><ul><li>2004 Budget - €3 ...
<ul><li>12 Members </li></ul><ul><li>2 Employee Nominees </li></ul><ul><li>2 Employer Nominees </li></ul><ul><li>8 Ministe...
<ul><li>  LEGAL </li></ul><ul><li>ADMINISTRATION   C OMMUNICATIONS </li></ul><ul><li>DEVELOPMENT    RESEARCH  </li></ul>Eq...
<ul><li>Elimination of discrimination on 9 grounds </li></ul><ul><li>Promote equality of opportunity </li></ul><ul><li>Inf...
<ul><li>Promote and defend the anti-discrimination  </li></ul><ul><li>rights established in the equality legislation </li>...
<ul><li>Maternity Protection Acts </li></ul><ul><li>Adoptive Leave Acts,  </li></ul><ul><li>Parental Leave Acts,  </li></u...
<ul><li>-  LGB  -  OLDER PEOPLE  -  CARERS </li></ul><ul><ul><li>VISIBILITY </li></ul></ul><ul><ul><li>WIDER PARTICIPATION...
<ul><li>Section 56 (EEA) </li></ul><ul><li>Legal Status </li></ul><ul><li>Eliminate Discrimination &  </li></ul><ul><li>Pr...
<ul><li>  Equality Reviews & Action Plans </li></ul><ul><li>AIM - Promote Equality </li></ul><ul><li>- Eliminate Discrimin...
<ul><li>Recruitment & Selection </li></ul><ul><li>Training & Promotion </li></ul><ul><li>Work-Life Balance </li></ul><ul><...
<ul><li>1. Better staff morale </li></ul><ul><li>2. Increased productivity </li></ul><ul><li>3. Competitive edge in recrui...
<ul><li>GROUNDS OF DISCRIMINATION </li></ul><ul><li>   Gender     Disability </li></ul><ul><li>   Marital Status     M...
<ul><li>Broadly defined to include total or partial </li></ul><ul><li>absence of bodily or mental facilities, </li></ul><u...
<ul><li>An employer must take appropriate measures to  reasonably accommodate the needs of a person with a disability, unl...
<ul><li>Effective and practical measures to adopt place of business </li></ul><ul><li>Adaptations of premises and equipmen...
<ul><li>Having responsibility either as a parent </li></ul><ul><li>or as a person in  loco parentis  for </li></ul><ul><li...
<ul><li>Direct Discrimination </li></ul><ul><li>Happens where a person is treated less  </li></ul><ul><li>favourably speci...
<ul><li>Indirect Discrimination </li></ul><ul><li>Happens where there is less favourable </li></ul><ul><li>treatment in ef...
<ul><li>Discrimination by Association </li></ul><ul><li>This happens where a person associated  </li></ul><ul><li>with ano...
<ul><li>Prohibited </li></ul><ul><li>Employment </li></ul><ul><li>Avails of goods and services </li></ul><ul><li>Obtains a...
<ul><li>WHAT IS SEXUAL HARASSMENT? </li></ul><ul><li>Where an employer, employee,colleague,customer, </li></ul><ul><li>cli...
<ul><li>WHAT IS HARASSMENT? </li></ul><ul><li>Harassment occurs where a person </li></ul><ul><li>subjects the victim to an...
<ul><li>1. Violates dignity, creates intimidating, hostile, degrading, humiliating or offensive environment </li></ul><ul>...
<ul><li>Allowed in both Acts </li></ul><ul><li>Preferential treatment or the taking of positive measures which are bona fi...
<ul><li>Specific Provisions of Employment Equality Act 1998 </li></ul><ul><li>Work -  Access, Promotion, Dismissal, Pregna...
<ul><li>What is vicarious liability? </li></ul><ul><li>Employers are obliged to take all reasonable steps to ensure  a sex...
<ul><li>What is victimisation? </li></ul><ul><li>Dismissal or adverse treatment </li></ul><ul><li>complaint made </li></ul...
<ul><li>Equal remuneration between persons or </li></ul><ul><li>a group of persons for ‘like work’ </li></ul><ul><li>Like ...
<ul><li>Employment Equality Act, 1998 </li></ul><ul><li>Exemptions generally </li></ul><ul><li>Public Service Employment (...
EEA Dispute <ul><li>Individual </li></ul><ul><li>Employer Trade Union </li></ul><ul><li>Equality Authority </li></ul><ul><...
<ul><ul><ul><li>Hears / mediates cases under: </li></ul></ul></ul><ul><ul><ul><li>  Employment Equality Act 1998 </li></ul...
<ul><li>Equality Mediation   Equality Officers </li></ul><ul><li>Officers </li></ul><ul><li>Decision </li></ul><ul><li>Lab...
<ul><li>Amended by the Equality Act 2004 (Part 3) </li></ul><ul><li>Refers to – goods, facilities, services, accommodation...
<ul><li>There are several significant exceptions in </li></ul><ul><li>the Act – the most important is that anything </li><...
<ul><li>Cosmetic services (physical contact, gender) </li></ul><ul><li>Insurance (actuarial, statistical data) </li></ul><...
<ul><li>Prohibited Discrimination </li></ul><ul><li>Provision of goods, facilities &  </li></ul><ul><li>services to the pu...
<ul><li>Banking, insurance, grants, loans </li></ul><ul><li>Entertainment, recreation & refreshment </li></ul><ul><li>Cult...
<ul><li>No discrimination in : </li></ul><ul><li>Disposing of an estate </li></ul><ul><li>Terminating a tenancy </li></ul>...
<ul><li>Covers </li></ul><ul><li>Pre-school </li></ul><ul><li>Primary </li></ul><ul><li>Post-primary </li></ul><ul><li>Adu...
<ul><li>Single sex allowed </li></ul><ul><li>Religious Training </li></ul><ul><li>Ethos </li></ul><ul><li>Non EU fees </li...
<ul><li>Bodies registered under Registration of Clubs Act, 1904 to 1999 (to sell alcohol) </li></ul><ul><li>Discriminating...
<ul><li>1 st  complaint - Suspension up to 30days </li></ul><ul><li>2 nd  complaint - No renewal of certificate </li></ul>...
<ul><li>Intoxicating Liquor Act 2003 </li></ul><ul><li>10 cases in 2004 (6 on disability) </li></ul><ul><li>District Court...
<ul><li>Broadly defined to include total or partial absence of bodily or mental facilities, chronic disease, whether manif...
<ul><li>Individual </li></ul><ul><li>Service provider – in writing </li></ul><ul><li>EA assist </li></ul><ul><li>(2 months...
<ul><li>Equality Authority  -v  -  Ryanair </li></ul><ul><li>Advertisement  – </li></ul><ul><li>“ we need a young and dyna...
<ul><li>Keane  -v -  CERT </li></ul><ul><li>Female trainees obliged to wear a standard female uniform of black dress, shor...
<ul><li>Mc Carthy  -v -  Dublin Corporation </li></ul><ul><li>Successful discrimination case in 1996 </li></ul><ul><li>Cla...
<ul><li>A Worker  -v-  A Company </li></ul><ul><li>Epilepsy – controlled by medication </li></ul><ul><li>Permanent positio...
<ul><li>Complainant  -v -  A Department Store </li></ul><ul><li>Alleged Discrimination – imputation of disability </li></u...
<ul><li>Discrimination by association </li></ul><ul><li>Traveller / non-Traveller </li></ul><ul><li>Quota System – no simi...
<ul><li>O’ Reilly  -v-  Q Bar </li></ul><ul><li>Celebrate Wedding anniversary  </li></ul><ul><li>72 year old man </li></ul...
<ul><li>Ross v Royal and Sun Alliance </li></ul><ul><li>Complete refusal of motor insurance quotation based solely on a pe...
<ul><li>Roche  -v- Madigans </li></ul><ul><li>Visually impaired with guide dog </li></ul><ul><li>No access </li></ul><ul><...
<ul><li>2004 2005 </li></ul><ul><li>Working conditions 111 (30%)  (Race 49.1%) 30.6% </li></ul><ul><li>Access 63 (17%) 20....
<ul><li>2004 (509) 2005 (358) </li></ul><ul><li>Traveller 35.4% 29% </li></ul><ul><li>Accommodation / Licensed Premises, e...
Equality Authority <ul><li>Equality Authority </li></ul><ul><li>2 Clonmel Street </li></ul><ul><li>Dublin 2 </li></ul><ul>...
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Brian Merriman (Equality Authority) - Student Talk In UCD, Oct 26th 2007

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The presentation given by Brian Merriman of the Equality Authority to assembled UCD students as part of UCDSU's Employment Rights Week on October 26th, 2007.

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Brian Merriman (Equality Authority) - Student Talk In UCD, Oct 26th 2007

  1. 1. EA Presentation
  2. 2. <ul><li>The Employment Equality Act, 1998 </li></ul><ul><li>The Equal Status Act, 2000 </li></ul><ul><li>The Equality Act 2004 </li></ul><ul><li>The Role of the Equality Authority </li></ul>
  3. 3. <ul><li>Rights Based - Right to participate </li></ul><ul><li>Social Justice - Non - Discrimination </li></ul><ul><li>Fairness </li></ul><ul><li>Accommodate Diversity </li></ul><ul><li>Economic Policy - Human Resources </li></ul><ul><li>Customer Satisfaction </li></ul>Why Equality?
  4. 4. <ul><li>Treaty of Rome 1957 </li></ul><ul><li>Art. 119 – Equal Pay for Equal Work </li></ul><ul><li>Anti-Discrimination (Pay) Act, 1974 </li></ul><ul><li>Employment Equality Act, 1977 </li></ul><ul><li>Employment Equality Agency </li></ul>History
  5. 5. <ul><li>Consolidates existing law on Gender, </li></ul><ul><li>Marital Status & Equal Pay </li></ul><ul><li>7 New categories of discrimination </li></ul><ul><li>Revised structures for redress </li></ul><ul><li>Equality Authority </li></ul><ul><li>Amended by Equality Act 2004 (Part 2) </li></ul>Employment Equality Act 1998
  6. 6. <ul><li>Established on 18 th October 1999 </li></ul><ul><li>Expanded Role & Functions </li></ul><ul><li>2004 Budget - €3 m+ (Non-pay) </li></ul><ul><li>Staff of 54 </li></ul><ul><li>Acts as the Prosecutor in cases </li></ul>The Equality Authority
  7. 7. <ul><li>12 Members </li></ul><ul><li>2 Employee Nominees </li></ul><ul><li>2 Employer Nominees </li></ul><ul><li>8 Ministerial Nominees </li></ul>EA Board
  8. 8. <ul><li> LEGAL </li></ul><ul><li>ADMINISTRATION C OMMUNICATIONS </li></ul><ul><li>DEVELOPMENT RESEARCH </li></ul>Equality Authority
  9. 9. <ul><li>Elimination of discrimination on 9 grounds </li></ul><ul><li>Promote equality of opportunity </li></ul><ul><li>Information Service </li></ul><ul><li>Legal advice and representation </li></ul><ul><li>Review & Monitor </li></ul>EA Functions
  10. 10. <ul><li>Promote and defend the anti-discrimination </li></ul><ul><li>rights established in the equality legislation </li></ul><ul><li>Providing leadership in: </li></ul><ul><ul><ul><li>Equality Issues </li></ul></ul></ul><ul><ul><ul><li>Awareness </li></ul></ul></ul><ul><ul><ul><li>Diversity </li></ul></ul></ul><ul><ul><ul><li>Mainstreaming </li></ul></ul></ul>Equality Authority Mission
  11. 11. <ul><li>Maternity Protection Acts </li></ul><ul><li>Adoptive Leave Acts, </li></ul><ul><li>Parental Leave Acts, </li></ul>Legislation Information
  12. 12. <ul><li>- LGB - OLDER PEOPLE - CARERS </li></ul><ul><ul><li>VISIBILITY </li></ul></ul><ul><ul><li>WIDER PARTICIPATION </li></ul></ul><ul><ul><li>SET AGENDA </li></ul></ul><ul><ul><li>EXPERTISE </li></ul></ul>Advisory Committees
  13. 13. <ul><li>Section 56 (EEA) </li></ul><ul><li>Legal Status </li></ul><ul><li>Eliminate Discrimination & </li></ul><ul><li>Promote Equality of Opportunity </li></ul><ul><li>Means of Support </li></ul><ul><li>Sexual Harassment / Harassment, </li></ul><ul><li>& Equal Status </li></ul>Codes of Practice
  14. 14. <ul><li> Equality Reviews & Action Plans </li></ul><ul><li>AIM - Promote Equality </li></ul><ul><li>- Eliminate Discrimination </li></ul><ul><li>- Policies, Practices, Procedures, </li></ul><ul><li> Perceptions, Structures, Environment </li></ul><ul><li>EQUALITY AUDITORS </li></ul>Reviews & Action Plans
  15. 15. <ul><li>Recruitment & Selection </li></ul><ul><li>Training & Promotion </li></ul><ul><li>Work-Life Balance </li></ul><ul><li>Anti-Harassment </li></ul>Equal Opportunity Policies
  16. 16. <ul><li>1. Better staff morale </li></ul><ul><li>2. Increased productivity </li></ul><ul><li>3. Competitive edge in recruitment </li></ul><ul><li>4. Reduced wastage </li></ul><ul><li>5. Enhance image </li></ul><ul><li>6. Reduced litigation </li></ul><ul><li>7. Increased customer access & satisfaction </li></ul>Benefits
  17. 17. <ul><li>GROUNDS OF DISCRIMINATION </li></ul><ul><li> Gender  Disability </li></ul><ul><li> Marital Status  Membership of the </li></ul><ul><li> Family Status Traveller Community </li></ul><ul><li> Sexual Orientation  Religion </li></ul><ul><li> Age – Training: 15  Race </li></ul><ul><li> Work: 18 minimum </li></ul><ul><li> Fixed contracts: over 65 </li></ul>The 9 Grounds
  18. 18. <ul><li>Broadly defined to include total or partial </li></ul><ul><li>absence of bodily or mental facilities, </li></ul><ul><li>chronic disease, whether manifest or not, </li></ul><ul><li>and learning and personality conditions. </li></ul><ul><li>A parent, guardian or other can be the complainant </li></ul>Disability
  19. 19. <ul><li>An employer must take appropriate measures to reasonably accommodate the needs of a person with a disability, unless the employer can show that </li></ul><ul><li>the cost results in a disproportionate burden. </li></ul><ul><li>Access, participate or advance, undergo training. </li></ul>Disability
  20. 20. <ul><li>Effective and practical measures to adopt place of business </li></ul><ul><li>Adaptations of premises and equipment, patterns of working time, distribution of tasks, provision of training and integration services </li></ul><ul><li>Does not include treatment, facility, etc. ordinarily and reasonably provided by him/herself. </li></ul>Appropriate measures
  21. 21. <ul><li>Having responsibility either as a parent </li></ul><ul><li>or as a person in loco parentis for </li></ul><ul><li>someone below 18 years of age or as a </li></ul><ul><li>parent or resident primary carer for </li></ul><ul><li>someone over 18 years with a disability </li></ul><ul><li>who requires a high degree of support </li></ul><ul><li>and attention </li></ul>Family Status
  22. 22. <ul><li>Direct Discrimination </li></ul><ul><li>Happens where a person is treated less </li></ul><ul><li>favourably specifically on one of </li></ul><ul><li>the discriminatory grounds. </li></ul>Direct Discrimination
  23. 23. <ul><li>Indirect Discrimination </li></ul><ul><li>Happens where there is less favourable </li></ul><ul><li>treatment in effect. It happens where </li></ul><ul><li>people are refused a service or employment </li></ul><ul><li>not explicitly on account of a discriminatory </li></ul><ul><li>reason but because of a practice or </li></ul><ul><li>requirement which they find harder to </li></ul><ul><li>satisfy, eg. resident’s requirement </li></ul>Indirect Discrimination
  24. 24. <ul><li>Discrimination by Association </li></ul><ul><li>This happens where a person associated </li></ul><ul><li>with another person is treated less </li></ul><ul><li>favourably because of that association. </li></ul>Discrimination by Association
  25. 25. <ul><li>Prohibited </li></ul><ul><li>Employment </li></ul><ul><li>Avails of goods and services </li></ul><ul><li>Obtains accommodation </li></ul><ul><li>Educational establishments </li></ul>Harassment/Sexual Harassment
  26. 26. <ul><li>WHAT IS SEXUAL HARASSMENT? </li></ul><ul><li>Where an employer, employee,colleague,customer, </li></ul><ul><li>client, service provider etc., subjects the victim to </li></ul><ul><li>  Physical intimacy </li></ul><ul><li>  Request for sexual favours </li></ul><ul><li>  spoken words, gestures, </li></ul><ul><li>display of pictures / material </li></ul><ul><li>with sexual connotations </li></ul>What is Sexual Harassment?
  27. 27. <ul><li>WHAT IS HARASSMENT? </li></ul><ul><li>Harassment occurs where a person </li></ul><ul><li>subjects the victim to any unwelcome </li></ul><ul><li>act, request or conduct including spoken </li></ul><ul><li>words, pictures or other material </li></ul><ul><li>which is based on any discriminatory </li></ul><ul><li>ground. </li></ul>Harassment
  28. 28. <ul><li>1. Violates dignity, creates intimidating, hostile, degrading, humiliating or offensive environment </li></ul><ul><li>2. Treated differently because </li></ul><ul><li>of rejection or submission </li></ul><ul><li>3. Regardless of Gender </li></ul>Sexual Harassment / Harassment
  29. 29. <ul><li>Allowed in both Acts </li></ul><ul><li>Preferential treatment or the taking of positive measures which are bona fide intended to promote equality of opportunity for disadvantaged persons across the nine grounds. </li></ul>Positive Action
  30. 30. <ul><li>Specific Provisions of Employment Equality Act 1998 </li></ul><ul><li>Work - Access, Promotion, Dismissal, Pregnancy </li></ul><ul><li>Collective Agreements </li></ul><ul><li>Advertising </li></ul><ul><li>Employment Agencies </li></ul><ul><li>Training </li></ul><ul><li>Trade Unions </li></ul><ul><li>Professional Associations </li></ul><ul><li>Self employed </li></ul><ul><li>Partners </li></ul><ul><li>Domestic employment </li></ul>Employment Equality Act
  31. 31. <ul><li>What is vicarious liability? </li></ul><ul><li>Employers are obliged to take all reasonable steps to ensure a sexual harassment and harassment free work environment and to prevent discrimination </li></ul><ul><li>Right to sufficient information </li></ul><ul><li>Failure : draw inferences </li></ul>
  32. 32. <ul><li>What is victimisation? </li></ul><ul><li>Dismissal or adverse treatment </li></ul><ul><li>complaint made </li></ul><ul><li>proceedings notification or taken </li></ul><ul><li>represent a complainant or support </li></ul><ul><li>act as comparator </li></ul><ul><li>act as a witness </li></ul><ul><li>employee opposes unlawful act </li></ul>
  33. 33. <ul><li>Equal remuneration between persons or </li></ul><ul><li>a group of persons for ‘like work’ </li></ul><ul><li>Like work is defined as the same, </li></ul><ul><li>similar or work of equal value </li></ul><ul><li>Employed by same or associated employer (within 3 years) </li></ul><ul><li>Term of every employment contract </li></ul>Equal Pay
  34. 34. <ul><li>Employment Equality Act, 1998 </li></ul><ul><li>Exemptions generally </li></ul><ul><li>Public Service Employment (Irish) </li></ul><ul><li>Educational qualifications </li></ul><ul><li>Occupational qualification </li></ul><ul><li>Religious ethos </li></ul><ul><li>Private household (access only) </li></ul>Exemptions Generally
  35. 35. EEA Dispute <ul><li>Individual </li></ul><ul><li>Employer Trade Union </li></ul><ul><li>Equality Authority </li></ul><ul><li>Information </li></ul><ul><li>Advice </li></ul><ul><li>Questionnaire/Meeting </li></ul><ul><li>Resolution Process Settlements </li></ul><ul><li>Legal Challenge </li></ul>
  36. 36. <ul><ul><ul><li>Hears / mediates cases under: </li></ul></ul></ul><ul><ul><ul><li> Employment Equality Act 1998 </li></ul></ul></ul><ul><ul><ul><li> Equal Status Act 2000, Equality Act 2004 </li></ul></ul></ul><ul><ul><ul><li>Dismissals </li></ul></ul></ul><ul><ul><ul><li>Time limits: </li></ul></ul></ul><ul><ul><ul><li> Discrimination & harassment: 6 months </li></ul></ul></ul><ul><ul><ul><li> (extended by Director to 12 months – </li></ul></ul></ul><ul><ul><ul><li>Reasonable cause can be appealed to Labour </li></ul></ul></ul><ul><ul><ul><li>Court) </li></ul></ul></ul><ul><ul><ul><li>Cases not being pursued can be struck out </li></ul></ul></ul>The Equality Tribunal
  37. 37. <ul><li>Equality Mediation Equality Officers </li></ul><ul><li>Officers </li></ul><ul><li>Decision </li></ul><ul><li>Labour Court </li></ul><ul><li>Circuit Court </li></ul><ul><li>Awards </li></ul><ul><li>Pay = 3 years salary </li></ul><ul><li>Treatment = 2 years salary </li></ul><ul><li>€ 12,700 where the person is not an employee </li></ul><ul><li>One award only for multiple discrimination </li></ul>ODEI – Equality Tribunal
  38. 38. <ul><li>Amended by the Equality Act 2004 (Part 3) </li></ul><ul><li>Refers to – goods, facilities, services, accommodation, education </li></ul><ul><li>Promotes equality </li></ul><ul><li>Prohibits discrimination </li></ul><ul><li>Prohibits Sexual Harassment </li></ul><ul><li>& Harassment </li></ul><ul><li>Clubs which discriminate </li></ul>Equal Status Act, 2000
  39. 39. <ul><li>There are several significant exceptions in </li></ul><ul><li>the Act – the most important is that anything </li></ul><ul><li>mandated by an Act of the Oireachtas or EU </li></ul><ul><li>law is allowed. These exceptions should be </li></ul><ul><li>read restrictively and should not be allowed </li></ul><ul><li>to unduly restrict the general prohibition on discrimination </li></ul><ul><li>Criminal or disorderly conduct </li></ul><ul><li>Damage to property </li></ul>Exceptions
  40. 40. <ul><li>Cosmetic services (physical contact, gender) </li></ul><ul><li>Insurance (actuarial, statistical data) </li></ul><ul><li>Religious goods/services </li></ul><ul><li>Sporting events (gender, age, disability, nationality) </li></ul><ul><li>Privacy / Embarrassment (gender) </li></ul><ul><li>Promotion of special interest groups (Bona fide purposes) </li></ul><ul><li>Drama & entertainment (age, gender, disability, race) </li></ul><ul><li>Adoption / fostering (age) </li></ul><ul><li>Wills / gifts </li></ul>Exceptions
  41. 41. <ul><li>Prohibited Discrimination </li></ul><ul><li>Provision of goods, facilities & </li></ul><ul><li>services to the public </li></ul><ul><li>Free or sold, hired or exchanged </li></ul><ul><li>Access to and use of service </li></ul>Goods & Services
  42. 42. <ul><li>Banking, insurance, grants, loans </li></ul><ul><li>Entertainment, recreation & refreshment </li></ul><ul><li>Cultural activities </li></ul><ul><li>Transport or travel </li></ul><ul><li>Clubs </li></ul><ul><li>Professional trade or service </li></ul><ul><li>Public Services </li></ul>What is a service?
  43. 43. <ul><li>No discrimination in : </li></ul><ul><li>Disposing of an estate </li></ul><ul><li>Terminating a tenancy </li></ul><ul><li>Providing accommodation </li></ul><ul><li>Ceasing to provide accommodation </li></ul><ul><li>Housing Authorities exempt </li></ul>Accommodation
  44. 44. <ul><li>Covers </li></ul><ul><li>Pre-school </li></ul><ul><li>Primary </li></ul><ul><li>Post-primary </li></ul><ul><li>Adult or further education </li></ul><ul><li>University </li></ul><ul><li>Other third level </li></ul><ul><li>Public / private </li></ul>Educational Establishments
  45. 45. <ul><li>Single sex allowed </li></ul><ul><li>Religious Training </li></ul><ul><li>Ethos </li></ul><ul><li>Non EU fees </li></ul><ul><li>Residency </li></ul><ul><li>Scholarship grants </li></ul><ul><li>Mature student schemes </li></ul><ul><li>Sporting facilities & events (gender, age, disability) </li></ul><ul><li>Disability mainstreaming </li></ul>Education Exemptions
  46. 46. <ul><li>Bodies registered under Registration of Clubs Act, 1904 to 1999 (to sell alcohol) </li></ul><ul><li>Discriminating club: </li></ul><ul><li>Rules, policy or practice </li></ul><ul><li>Management discriminates as regards membership, terms and conditions </li></ul><ul><li>District Court declaration </li></ul>Discriminating Clubs
  47. 47. <ul><li>1 st complaint - Suspension up to 30days </li></ul><ul><li>2 nd complaint - No renewal of certificate </li></ul><ul><ul><ul><li> No disadvantage to employees </li></ul></ul></ul><ul><ul><ul><li>Appeal to Circuit Court </li></ul></ul></ul><ul><ul><ul><li>Declaration no longer discriminatory body </li></ul></ul></ul><ul><ul><ul><li>2004 – Gender 72.7% of cases </li></ul></ul></ul>Remedies
  48. 48. <ul><li>Intoxicating Liquor Act 2003 </li></ul><ul><li>10 cases in 2004 (6 on disability) </li></ul><ul><li>District Court </li></ul><ul><li>Legal Representation </li></ul>Licensed Premises
  49. 49. <ul><li>Broadly defined to include total or partial absence of bodily or mental facilities, chronic disease, whether manifest or not, and learning and personality conditions. </li></ul><ul><li>An employer must do all that is reasonable to accommodate the needs of a person with a disability, unless the employer can show that there is a cost other than a nominal cost. </li></ul>Disability
  50. 50. <ul><li>Individual </li></ul><ul><li>Service provider – in writing </li></ul><ul><li>EA assist </li></ul><ul><li>(2 months) </li></ul><ul><li>ODEI – The Equality Tribunal </li></ul><ul><li>(within 6 months) </li></ul><ul><li>€ 6349 and/or course of action </li></ul>Making a claim
  51. 51. <ul><li>Equality Authority -v - Ryanair </li></ul><ul><li>Advertisement – </li></ul><ul><li>“ we need a young and dynamic professional” </li></ul><ul><li>“ ideal candidate will be young and dynamic” </li></ul><ul><li>Equality Officer – middle -aged or old were excluded </li></ul><ul><li>from qualification for the position = discrimination </li></ul><ul><li>Award = £8,000 + equal opps. policy </li></ul>Employment Equality Act 1998
  52. 52. <ul><li>Keane -v - CERT </li></ul><ul><li>Female trainees obliged to wear a standard female uniform of black dress, short sleeves and white </li></ul><ul><li>apron to job interviews </li></ul><ul><li>Male trainees wear a standard male uniform of trousers, long -sleeved shirt and waistcoat </li></ul><ul><li>“ Overtones of subservience”. </li></ul><ul><li>Equality Officer – no objective reason, uniform uncomfortable, inappropriate & demeaning </li></ul><ul><li>£3,000 & revise design </li></ul>Employment Equality Act 1998
  53. 53. <ul><li>Mc Carthy -v - Dublin Corporation </li></ul><ul><li>Successful discrimination case in 1996 </li></ul><ul><li>Claimant alleged victimisation </li></ul><ul><li>  not spoken to by manager over 3 year period </li></ul><ul><li>  exclusion in work & socially </li></ul><ul><li>Equality Officer </li></ul><ul><li>  £40,000 & Positive action programme </li></ul>Employment Equality Act 1998
  54. 54. <ul><li>A Worker -v- A Company </li></ul><ul><li>Epilepsy – controlled by medication </li></ul><ul><li>Permanent position – medical exam </li></ul><ul><li>Dismissal – work environment posed dangers </li></ul><ul><li>No reasonable accommodation </li></ul><ul><li>Award = £15,000 </li></ul>Employment Equality Act 1998
  55. 55. <ul><li>Complainant -v - A Department Store </li></ul><ul><li>Alleged Discrimination – imputation of disability </li></ul><ul><li>Applied for a position – not successful </li></ul><ul><li>Sought advice from EA </li></ul><ul><li>Continued to apply for jobs within Store </li></ul><ul><li>Employer would not consider application while claimant making representations to EA </li></ul><ul><li>Equality Officer – Victimisation </li></ul><ul><li>Exercising rights without victimisation </li></ul>Employment Equality Act 1998
  56. 56. <ul><li>Discrimination by association </li></ul><ul><li>Traveller / non-Traveller </li></ul><ul><li>Quota System – no similar system for settled </li></ul><ul><li>community </li></ul><ul><li>Regular only – refuse service to Travellers </li></ul><ul><li>No blanket ban on parents with children </li></ul><ul><li>Tesco Ltd. – Traveller told to leave </li></ul><ul><li>premises </li></ul>Equal Status Act 2000
  57. 57. <ul><li>O’ Reilly -v- Q Bar </li></ul><ul><li>Celebrate Wedding anniversary </li></ul><ul><li>72 year old man </li></ul><ul><li>Refused entry at door </li></ul><ul><li>Embarrassment & humiliation </li></ul><ul><li>Witnessed 20’s and 30’s entering premises </li></ul><ul><li>Refusal based on age = discrimination </li></ul><ul><li>Awarded €1,000 + sign in club </li></ul>Equal Status Act 2000
  58. 58. <ul><li>Ross v Royal and Sun Alliance </li></ul><ul><li>Complete refusal of motor insurance quotation based solely on a person’s age was not acceptable </li></ul><ul><li>Award: €2000 </li></ul>Equal Status Act 2000
  59. 59. <ul><li>Roche -v- Madigans </li></ul><ul><li>Visually impaired with guide dog </li></ul><ul><li>No access </li></ul><ul><li>Contrary to Food hygiene Regulations for dog in pub that serves food </li></ul><ul><li>No accommodation “dog stay at the door while claimant had refreshments” </li></ul><ul><li>Guide dog exempt from regulations </li></ul><ul><li>Unable to avail of service = discrimination </li></ul>Equal Status Act 2000
  60. 60. <ul><li>2004 2005 </li></ul><ul><li>Working conditions 111 (30%) (Race 49.1%) 30.6% </li></ul><ul><li>Access 63 (17%) 20.3% </li></ul><ul><li>Dismissal 58 (15.7%) 13.9% </li></ul><ul><li>Race (31.9%) 32% </li></ul><ul><li>Gender (23.8%) 19.5% </li></ul><ul><li>Disability (16.2%) 15% </li></ul><ul><li>Age (11.4%) av. €25,000 12.5% </li></ul><ul><li>Female teacher awarded €10,000 for discrimination and €117,000 for victimisation in promotion to Principal of boy’s school – McGinn v’s St. Anthony’s National School`. </li></ul>Employment Issues
  61. 61. <ul><li>2004 (509) 2005 (358) </li></ul><ul><li>Traveller 35.4% 29% </li></ul><ul><li>Accommodation / Licensed Premises, education </li></ul><ul><li>Disability 24.2% 26.25% </li></ul><ul><li>Accommodation, education (1 st & 2 nd ), Licensed premises, State, Health, Transport </li></ul><ul><li>Race 12.2% 13.75% </li></ul><ul><li>Education (3 rd ), Health, Transport, State </li></ul><ul><li>Gender 8.0% 10.0% </li></ul><ul><li>Clubs, education (1 st ), State </li></ul><ul><li>Age 8.0% 6.8% </li></ul><ul><li>State, Motor & Travel Insurance, Transport </li></ul>Equal Status Issues
  62. 62. Equality Authority <ul><li>Equality Authority </li></ul><ul><li>2 Clonmel Street </li></ul><ul><li>Dublin 2 </li></ul><ul><li>Tel: 01 - 4173333 </li></ul><ul><li>Lo Call: 1890 - 245545 </li></ul><ul><li>Text Phone: 01 - 4173385 </li></ul><ul><li>Fax: 01 - 4173366 </li></ul><ul><li>Email: info@equality.ie </li></ul><ul><li>Website: www.equality.ie </li></ul><ul><li>Claims and cases: www.equality tribunal.ie </li></ul>

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