The Equality Act 2010 simplifies and strengthens existing anti-discrimination laws by bringing them together in a single new Act. It protects people from discrimination in work and in accessing services on the basis of characteristics such as age, disability, gender, race, religion/belief, and sexual orientation. The Act makes some areas of law stronger, such as providing clearer protection for disabled people from indirect discrimination. It also prohibits employers from asking about health or disability status before making a job offer. The Act aims to help protect more people from discrimination.
The document provides an overview of human rights legislation in New Brunswick, Canada. It discusses the duty to accommodate in employment, defining disability, the Meiorin test for determining undue hardship, examples of accommodation, and the complaint process. Key topics covered include prohibited grounds of discrimination, the employer's responsibility to accommodate, defining direct, adverse effect, and harassment, and factors considered for determining undue hardship such as costs, safety, and size of employer.
The document provides an overview of employment law topics including an alphabet soup glossary of common acronyms, cheat sheets on the ADA, ADEA, EPA, ERISA and COBRA, as well as sections on investigations, terminations, wage & hour laws, retaliation, social media policies, and reducing legal fees. The intended purpose is to educate about key employment laws and provide tools and resources for employers to stay compliant.
Research defense expenditure in ireland to 2015 import and export dynamics ...Neel Terde
This document provides a summary of the report "Defense Expenditure in Ireland to 2015 - Import and Export Dynamics: Market Profile" published by Aarkstore.com. The summary highlights that the report provides an in-depth analysis of Ireland's defense industry, including trends in defense procurement imports and exports. It also includes an overview of key import and export partners. The report aims to give insight into industry dynamics to help understand opportunities in the Irish defense market.
The document is undated but appears to be from December 2000 based on the header. However, the document contains no other text or information, as the text box is empty. Therefore, no meaningful summary can be generated from the limited information provided.
The opening scene shows a woman being tortured in a white room, screaming and crying while tied to a bed. It then jumps to a group of tourists traveling by coach in Brazil, shown as vulnerable from high camera angles. The coach driver is going too fast while the characters joke, until they swerve and crash near a cliff edge. Everyone escapes from the crashing coach but it rolls off the mountain, creating tension for the audience worried about the characters and innocent baby inside.
Constructivism is a theory of learning that states that individuals create their own understanding and knowledge from their experiences. According to constructivism, learning occurs as learners are actively engaged in making meaning by connecting new information to prior knowledge through hands-on exploration and discovery. Key principles of constructivism include linking new concepts to existing knowledge, using real-world problems and experiments to promote understanding, and placing emphasis on meaningful learning activities rather than rote memorization. In the classroom, constructivist teaching strategies include collaborative and project-based learning to encourage critical thinking skills based on Bloom's Taxonomy. Differentiating instruction to accommodate different learning styles and providing a creative learning environment also support the constructivist approach.
The Equality Act 2010 brought together various pieces of UK anti-discrimination legislation and introduced some new provisions. It defines various types of unlawful discrimination including direct, indirect, harassment, and victimization. It also identifies protected characteristics such as age, disability, sex, race, and others that cannot be discriminated against. The Act aims to protect individuals from unfair treatment and promote a fairer society.
The document provides an overview of human rights legislation in New Brunswick, Canada. It discusses the duty to accommodate in employment, defining disability, the Meiorin test for determining undue hardship, examples of accommodation, and the complaint process. Key topics covered include prohibited grounds of discrimination, the employer's responsibility to accommodate, defining direct, adverse effect, and harassment, and factors considered for determining undue hardship such as costs, safety, and size of employer.
The document provides an overview of employment law topics including an alphabet soup glossary of common acronyms, cheat sheets on the ADA, ADEA, EPA, ERISA and COBRA, as well as sections on investigations, terminations, wage & hour laws, retaliation, social media policies, and reducing legal fees. The intended purpose is to educate about key employment laws and provide tools and resources for employers to stay compliant.
Research defense expenditure in ireland to 2015 import and export dynamics ...Neel Terde
This document provides a summary of the report "Defense Expenditure in Ireland to 2015 - Import and Export Dynamics: Market Profile" published by Aarkstore.com. The summary highlights that the report provides an in-depth analysis of Ireland's defense industry, including trends in defense procurement imports and exports. It also includes an overview of key import and export partners. The report aims to give insight into industry dynamics to help understand opportunities in the Irish defense market.
The document is undated but appears to be from December 2000 based on the header. However, the document contains no other text or information, as the text box is empty. Therefore, no meaningful summary can be generated from the limited information provided.
The opening scene shows a woman being tortured in a white room, screaming and crying while tied to a bed. It then jumps to a group of tourists traveling by coach in Brazil, shown as vulnerable from high camera angles. The coach driver is going too fast while the characters joke, until they swerve and crash near a cliff edge. Everyone escapes from the crashing coach but it rolls off the mountain, creating tension for the audience worried about the characters and innocent baby inside.
Constructivism is a theory of learning that states that individuals create their own understanding and knowledge from their experiences. According to constructivism, learning occurs as learners are actively engaged in making meaning by connecting new information to prior knowledge through hands-on exploration and discovery. Key principles of constructivism include linking new concepts to existing knowledge, using real-world problems and experiments to promote understanding, and placing emphasis on meaningful learning activities rather than rote memorization. In the classroom, constructivist teaching strategies include collaborative and project-based learning to encourage critical thinking skills based on Bloom's Taxonomy. Differentiating instruction to accommodate different learning styles and providing a creative learning environment also support the constructivist approach.
The Equality Act 2010 brought together various pieces of UK anti-discrimination legislation and introduced some new provisions. It defines various types of unlawful discrimination including direct, indirect, harassment, and victimization. It also identifies protected characteristics such as age, disability, sex, race, and others that cannot be discriminated against. The Act aims to protect individuals from unfair treatment and promote a fairer society.
The Equality Act 2010 consolidates and streamlines various pieces of anti-discrimination legislation into a single act. It aims to protect individuals from discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The Act prohibits discrimination in employment, education, access to goods and services, housing, and transport. However, discrimination still exists in practice due to factors like stereotypes in media and education as well as difficulties enforcing the law.
The document discusses legal issues related to recruitment and selection including:
1) The importance of careful selection to avoid negligent hiring claims and discrimination lawsuits.
2) Laws like the Equality Act 2010 that prohibit discrimination based on characteristics like age, disability, gender, race, religion, sexual orientation, and marriage.
3) Requirements for employers to protect applicant privacy while screening for qualifications and ensuring non-discriminatory hiring practices.
HR Solutions 10th Year Anniversary Employment Law UpdateGregory Guilford
The document summarizes key employment law updates in the UK, including the abolition of the default retirement age, expanded maternity/paternity leave provisions, the Equality Act, the Bribery Act, Agency Worker Regulations, and upcoming pension reforms. It provides details on new rights for employees in each area as well as advice for employers on complying with the changing legislation.
The Equality Act 2010 harmonized and simplified discrimination law in the UK. It protects individuals from discrimination on the basis of nine protected characteristics. The Act brought together previous anti-discrimination laws and extended protections in some areas. It places new responsibilities on employers to prevent discrimination and harassment in the workplace. While consolidating existing law in most areas, the Act's provisions on disability discrimination, pay transparency, and third party harassment require employers to review and update relevant policies and procedures.
This document discusses equal pay rights for women under federal law. It notes that when women are not paid fairly, their families also suffer financially. It provides an overview of key laws like the Equal Pay Act, Title VII of the Civil Rights Act, and Executive Order 11246, which prohibit pay discrimination based on sex and require equal pay for equal work. The document advises women on actions they can take if they believe they are experiencing compensation discrimination, such as keeping records, filing complaints with enforcement agencies, and obtaining legal assistance if needed.
This document provides an overview of key Canadian employment and labor laws. It discusses how both the federal and provincial governments create laws, as well as how common law is established through court rulings. Several important acts are examined, including the Canadian Human Rights Act, Employment Standards Act, and Occupational Health and Safety Act. The duties of employers and rights of employees are outlined, particularly regarding issues like discrimination, harassment, accommodation, minimum wage, and health and safety. Real-life examples are provided to illustrate how these laws are applied.
This document provides an introduction to equality and diversity laws in the workplace. It discusses the following key points:
1. All workplaces have a legal responsibility to promote equality and diversity in order to prevent discrimination. This means ensuring equal opportunities regardless of characteristics like age, disability, gender, race, religion, sexual orientation.
2. The training course will help employees understand their role in encouraging tolerance and diversity at work. It will explain discrimination, harassment, victimization laws and how to improve attitudes.
3. The Equality Act of 2010 protects people from discrimination in employment and wider society based on nine protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity,
Under the employment at will doctrine, employers can terminate employees at any time for any reason. This leads to a lack of job security for employees. While employers have significant freedom to hire and fire, employees should still have some basic rights in the workplace such as freedom of speech, right to privacy, and protection from discrimination. When terminating an employee, employers must ensure they are not violating any anti-discrimination or other employment laws.
Ageism is real and occurs on a daily basis. Thousands of people face it every day, but there are still too many people that don’t believe it even exists.
This webinar presentation provides an overview of employment rights under the Employment Standards Act of Ontario. It covers minimum wage rates, overtime pay, public holiday pay, termination notice and pay, vacation pay, emergency leave, maternity and parental leave, and how to protect your rights. The presentation encourages workers to contact legal clinics or lawyers if they have questions or encounter issues related to their employment rights.
Keeping up with Oregon's changing workplace laws - 2019Xenium HR
A number of Oregon’s laws regarding the workplace are currently in flux. Our new pay equity laws just hit the books, the legislature is currently discussing potential changes to paid family leave and other employer obligations. When even employment lawyers and HR professionals are struggling to understand the specifics of these new laws, how do you manage your responsibilities to your employees practically without letting them distract from day-to-day operations?
Chapter Twenty one Employment DiscriminationBeing an employer was .docxspoonerneddy
Chapter Twenty one Employment Discrimination
Being an employer was so much easier 100 years ago. Managers could use almost any criteria for hiring, promoting, and firing employees. Today, employers’ decision-making powers are restricted by both federal and state laws, many of which are discussed in this chapter.
The right of the employer to terminate an employment relationship was originally governed almost exclusively by the employment-at-will doctrine, discussed in the first section of this chapter. The second section discusses the constitutional provisions that affect an employer’s ability to hire and fire workers.
The following six sections discuss each of the major pieces of federal legislation designed to prohibit discrimination in employment; these acts are discussed in the order of their enactment. The ninth section discusses the increasingly controversial subject of affirmative action. Global dimensions of employment discrimination are discussed in the final section.Critical Thinking About The Law
You will soon be a businessperson and may be responsible for hiring, promoting, and firing people. When you hold this position, you need to be aware of federal and state laws that prohibit discrimination in employment. Why do you think the government has prohibited discrimination in employment? What ethical norm does the government emphasize by prohibiting discrimination in employment? The government seems to emphasize justice, in the sense that it wants all human beings to be treated equally, regardless of class, race, gender, age, and so on. Reading the following case example and answering the critical thinking questions will sharpen your thinking about laws prohibiting employment discrimination.
Tom, Jonathan, and Bob were hired to work as executive secretaries at a major corporation. The other secretaries for the corporation were surprised that three men were hired, because no man had ever before been hired as a secretary at the corporation. All secretaries were required to type 20 five-page reports each day in addition to completing work for their respective departments. After the male secretaries had been working at the corporation for approximately one month, they received pay raises. None of the female secretaries received raises. When the women asked the manager why the male secretaries had received raises, the manager claimed that the men were performing extra duties and consequently received raises.
1. The manager claimed that the men received raises because they were performing extra duties. Can you identify any potential problems in the manager’s response?
Clue: What words or phrases are ambiguous in the manager’s response?
2. The female secretaries decided to bring a suit against the corporation. They claimed that they did not receive raises because of their gender. Assume that you are a lawyer and the female secretaries have come to you with their complaint. After talking with the secretaries, you realize that you need some .
Chapter Twenty one Employment DiscriminationBeing an employer was .docxmccormicknadine86
Chapter Twenty one Employment Discrimination
Being an employer was so much easier 100 years ago. Managers could use almost any criteria for hiring, promoting, and firing employees. Today, employers’ decision-making powers are restricted by both federal and state laws, many of which are discussed in this chapter.
The right of the employer to terminate an employment relationship was originally governed almost exclusively by the employment-at-will doctrine, discussed in the first section of this chapter. The second section discusses the constitutional provisions that affect an employer’s ability to hire and fire workers.
The following six sections discuss each of the major pieces of federal legislation designed to prohibit discrimination in employment; these acts are discussed in the order of their enactment. The ninth section discusses the increasingly controversial subject of affirmative action. Global dimensions of employment discrimination are discussed in the final section.Critical Thinking About The Law
You will soon be a businessperson and may be responsible for hiring, promoting, and firing people. When you hold this position, you need to be aware of federal and state laws that prohibit discrimination in employment. Why do you think the government has prohibited discrimination in employment? What ethical norm does the government emphasize by prohibiting discrimination in employment? The government seems to emphasize justice, in the sense that it wants all human beings to be treated equally, regardless of class, race, gender, age, and so on. Reading the following case example and answering the critical thinking questions will sharpen your thinking about laws prohibiting employment discrimination.
Tom, Jonathan, and Bob were hired to work as executive secretaries at a major corporation. The other secretaries for the corporation were surprised that three men were hired, because no man had ever before been hired as a secretary at the corporation. All secretaries were required to type 20 five-page reports each day in addition to completing work for their respective departments. After the male secretaries had been working at the corporation for approximately one month, they received pay raises. None of the female secretaries received raises. When the women asked the manager why the male secretaries had received raises, the manager claimed that the men were performing extra duties and consequently received raises.
1. The manager claimed that the men received raises because they were performing extra duties. Can you identify any potential problems in the manager’s response?
Clue: What words or phrases are ambiguous in the manager’s response?
2. The female secretaries decided to bring a suit against the corporation. They claimed that they did not receive raises because of their gender. Assume that you are a lawyer and the female secretaries have come to you with their complaint. After talking with the secretaries, you realize that you need some ...
Examples Of Qualitative Research Paper - Here IsValerie Mejia
This document discusses how to be physically strong, mentally awake, and morally straight based on the Scout Oath. It argues that a healthy person embodies all three qualities. To be physically strong, one must eat nutritious foods, get enough sleep, exercise regularly, and avoid harmful substances. Being mentally awake involves continuously learning and challenging your mind. Morally straight refers to having integrity, treating others with compassion, and doing what you know to be right. The overall thesis is that taking care of one's physical, mental and moral well-being is important for living a balanced, healthy life.
Wrongful discharge in New Jersey is a legal term for an unlawful firing. The law protects people from management misconduct in breaking the reasonable expectations of employees. This could be based on breach of contract, a violation of a Collective Bargaining Agreement, breaking an implied covenant of fair dealing, retaliation for an employee’s “whistleblowing” activities, or the employer’s unlawful discrimination/retaliation against you based on your protected classification.
https://kingstonlawgroup.com/do-i-have-a-nj-claim-for-wrongful-discharge/
Work in Progress - 10th Year Anniversary - Employment Law Update VisualBee.com
The document provides an employment law update covering several topics:
1) The abolition of the default retirement age means employers can no longer force retirement based on age unless objectively justified. This may impact performance management, succession planning, and employee benefits.
2) New maternity and paternity provisions allow fathers to take up to 26 weeks of additional paternity leave in the first year. Employers must update family friendly policies.
3) The Equality Act consolidates previous anti-discrimination laws into a single act. The Bribery Act strengthens anti-corruption laws and requires adequate procedures to prevent bribery.
4) Agency worker regulations provide equal treatment for benefits and opportunities after 12 weeks to
Tuesday March 10, 2009 12:00PM Presentation presented by:
Matthew A. Steinberg & Richard Greenberg attorneys with the New York Office of Jackson Lewis LLP.
The document discusses protections provided under the Equality Act for various attributes:
- Age: The Act removed default retirement ages and upper age limits for most jobs. Exceptions can be made for roles requiring a certain age like driving.
- Disability: The Act defines disability and prohibits questions about health/absences before making a job offer.
- Gender reassignment: The Act protects transgender individuals whether or not they have undergone medical procedures.
It's a good news/bad news story: The nation's birth rate has rebounded after a drop that followed the 2008 financial crisis. The bad news is pregnancy discrimination charges are also on the rise. This is a touchy area and one that employers need to keep a close eye on. This article describes new standards that clarify what's discriminatory, and what isn't.
This document provides guidelines and algorithms for performing basic life support, including treatment for adults and children who are unresponsive or choking. It outlines the steps for performing CPR, using an AED, and treating anaphylactic reactions. The key aspects are opening the airway, checking for breathing, performing chest compressions and rescue breaths in a 30:2 ratio for adults and 15:2 for children, using an AED to assess and shock the heart if needed, and giving intramuscular adrenaline for anaphylaxis.
This document discusses personal hygiene and areas of the body that require care, such as skin, hair, eyes, mouth, ears, nose, nails and feet. It outlines considerations for hygiene based on nutritional state, incontinence, age, health conditions and treatments. Pressure sores and their stages are defined. Preventative measures like SSKIN are provided. Cleansing areas of the body and things to consider are discussed. The importance of personal hygiene for patient well-being and treatment is emphasized.
The Equality Act 2010 consolidates and streamlines various pieces of anti-discrimination legislation into a single act. It aims to protect individuals from discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The Act prohibits discrimination in employment, education, access to goods and services, housing, and transport. However, discrimination still exists in practice due to factors like stereotypes in media and education as well as difficulties enforcing the law.
The document discusses legal issues related to recruitment and selection including:
1) The importance of careful selection to avoid negligent hiring claims and discrimination lawsuits.
2) Laws like the Equality Act 2010 that prohibit discrimination based on characteristics like age, disability, gender, race, religion, sexual orientation, and marriage.
3) Requirements for employers to protect applicant privacy while screening for qualifications and ensuring non-discriminatory hiring practices.
HR Solutions 10th Year Anniversary Employment Law UpdateGregory Guilford
The document summarizes key employment law updates in the UK, including the abolition of the default retirement age, expanded maternity/paternity leave provisions, the Equality Act, the Bribery Act, Agency Worker Regulations, and upcoming pension reforms. It provides details on new rights for employees in each area as well as advice for employers on complying with the changing legislation.
The Equality Act 2010 harmonized and simplified discrimination law in the UK. It protects individuals from discrimination on the basis of nine protected characteristics. The Act brought together previous anti-discrimination laws and extended protections in some areas. It places new responsibilities on employers to prevent discrimination and harassment in the workplace. While consolidating existing law in most areas, the Act's provisions on disability discrimination, pay transparency, and third party harassment require employers to review and update relevant policies and procedures.
This document discusses equal pay rights for women under federal law. It notes that when women are not paid fairly, their families also suffer financially. It provides an overview of key laws like the Equal Pay Act, Title VII of the Civil Rights Act, and Executive Order 11246, which prohibit pay discrimination based on sex and require equal pay for equal work. The document advises women on actions they can take if they believe they are experiencing compensation discrimination, such as keeping records, filing complaints with enforcement agencies, and obtaining legal assistance if needed.
This document provides an overview of key Canadian employment and labor laws. It discusses how both the federal and provincial governments create laws, as well as how common law is established through court rulings. Several important acts are examined, including the Canadian Human Rights Act, Employment Standards Act, and Occupational Health and Safety Act. The duties of employers and rights of employees are outlined, particularly regarding issues like discrimination, harassment, accommodation, minimum wage, and health and safety. Real-life examples are provided to illustrate how these laws are applied.
This document provides an introduction to equality and diversity laws in the workplace. It discusses the following key points:
1. All workplaces have a legal responsibility to promote equality and diversity in order to prevent discrimination. This means ensuring equal opportunities regardless of characteristics like age, disability, gender, race, religion, sexual orientation.
2. The training course will help employees understand their role in encouraging tolerance and diversity at work. It will explain discrimination, harassment, victimization laws and how to improve attitudes.
3. The Equality Act of 2010 protects people from discrimination in employment and wider society based on nine protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity,
Under the employment at will doctrine, employers can terminate employees at any time for any reason. This leads to a lack of job security for employees. While employers have significant freedom to hire and fire, employees should still have some basic rights in the workplace such as freedom of speech, right to privacy, and protection from discrimination. When terminating an employee, employers must ensure they are not violating any anti-discrimination or other employment laws.
Ageism is real and occurs on a daily basis. Thousands of people face it every day, but there are still too many people that don’t believe it even exists.
This webinar presentation provides an overview of employment rights under the Employment Standards Act of Ontario. It covers minimum wage rates, overtime pay, public holiday pay, termination notice and pay, vacation pay, emergency leave, maternity and parental leave, and how to protect your rights. The presentation encourages workers to contact legal clinics or lawyers if they have questions or encounter issues related to their employment rights.
Keeping up with Oregon's changing workplace laws - 2019Xenium HR
A number of Oregon’s laws regarding the workplace are currently in flux. Our new pay equity laws just hit the books, the legislature is currently discussing potential changes to paid family leave and other employer obligations. When even employment lawyers and HR professionals are struggling to understand the specifics of these new laws, how do you manage your responsibilities to your employees practically without letting them distract from day-to-day operations?
Chapter Twenty one Employment DiscriminationBeing an employer was .docxspoonerneddy
Chapter Twenty one Employment Discrimination
Being an employer was so much easier 100 years ago. Managers could use almost any criteria for hiring, promoting, and firing employees. Today, employers’ decision-making powers are restricted by both federal and state laws, many of which are discussed in this chapter.
The right of the employer to terminate an employment relationship was originally governed almost exclusively by the employment-at-will doctrine, discussed in the first section of this chapter. The second section discusses the constitutional provisions that affect an employer’s ability to hire and fire workers.
The following six sections discuss each of the major pieces of federal legislation designed to prohibit discrimination in employment; these acts are discussed in the order of their enactment. The ninth section discusses the increasingly controversial subject of affirmative action. Global dimensions of employment discrimination are discussed in the final section.Critical Thinking About The Law
You will soon be a businessperson and may be responsible for hiring, promoting, and firing people. When you hold this position, you need to be aware of federal and state laws that prohibit discrimination in employment. Why do you think the government has prohibited discrimination in employment? What ethical norm does the government emphasize by prohibiting discrimination in employment? The government seems to emphasize justice, in the sense that it wants all human beings to be treated equally, regardless of class, race, gender, age, and so on. Reading the following case example and answering the critical thinking questions will sharpen your thinking about laws prohibiting employment discrimination.
Tom, Jonathan, and Bob were hired to work as executive secretaries at a major corporation. The other secretaries for the corporation were surprised that three men were hired, because no man had ever before been hired as a secretary at the corporation. All secretaries were required to type 20 five-page reports each day in addition to completing work for their respective departments. After the male secretaries had been working at the corporation for approximately one month, they received pay raises. None of the female secretaries received raises. When the women asked the manager why the male secretaries had received raises, the manager claimed that the men were performing extra duties and consequently received raises.
1. The manager claimed that the men received raises because they were performing extra duties. Can you identify any potential problems in the manager’s response?
Clue: What words or phrases are ambiguous in the manager’s response?
2. The female secretaries decided to bring a suit against the corporation. They claimed that they did not receive raises because of their gender. Assume that you are a lawyer and the female secretaries have come to you with their complaint. After talking with the secretaries, you realize that you need some .
Chapter Twenty one Employment DiscriminationBeing an employer was .docxmccormicknadine86
Chapter Twenty one Employment Discrimination
Being an employer was so much easier 100 years ago. Managers could use almost any criteria for hiring, promoting, and firing employees. Today, employers’ decision-making powers are restricted by both federal and state laws, many of which are discussed in this chapter.
The right of the employer to terminate an employment relationship was originally governed almost exclusively by the employment-at-will doctrine, discussed in the first section of this chapter. The second section discusses the constitutional provisions that affect an employer’s ability to hire and fire workers.
The following six sections discuss each of the major pieces of federal legislation designed to prohibit discrimination in employment; these acts are discussed in the order of their enactment. The ninth section discusses the increasingly controversial subject of affirmative action. Global dimensions of employment discrimination are discussed in the final section.Critical Thinking About The Law
You will soon be a businessperson and may be responsible for hiring, promoting, and firing people. When you hold this position, you need to be aware of federal and state laws that prohibit discrimination in employment. Why do you think the government has prohibited discrimination in employment? What ethical norm does the government emphasize by prohibiting discrimination in employment? The government seems to emphasize justice, in the sense that it wants all human beings to be treated equally, regardless of class, race, gender, age, and so on. Reading the following case example and answering the critical thinking questions will sharpen your thinking about laws prohibiting employment discrimination.
Tom, Jonathan, and Bob were hired to work as executive secretaries at a major corporation. The other secretaries for the corporation were surprised that three men were hired, because no man had ever before been hired as a secretary at the corporation. All secretaries were required to type 20 five-page reports each day in addition to completing work for their respective departments. After the male secretaries had been working at the corporation for approximately one month, they received pay raises. None of the female secretaries received raises. When the women asked the manager why the male secretaries had received raises, the manager claimed that the men were performing extra duties and consequently received raises.
1. The manager claimed that the men received raises because they were performing extra duties. Can you identify any potential problems in the manager’s response?
Clue: What words or phrases are ambiguous in the manager’s response?
2. The female secretaries decided to bring a suit against the corporation. They claimed that they did not receive raises because of their gender. Assume that you are a lawyer and the female secretaries have come to you with their complaint. After talking with the secretaries, you realize that you need some ...
Examples Of Qualitative Research Paper - Here IsValerie Mejia
This document discusses how to be physically strong, mentally awake, and morally straight based on the Scout Oath. It argues that a healthy person embodies all three qualities. To be physically strong, one must eat nutritious foods, get enough sleep, exercise regularly, and avoid harmful substances. Being mentally awake involves continuously learning and challenging your mind. Morally straight refers to having integrity, treating others with compassion, and doing what you know to be right. The overall thesis is that taking care of one's physical, mental and moral well-being is important for living a balanced, healthy life.
Wrongful discharge in New Jersey is a legal term for an unlawful firing. The law protects people from management misconduct in breaking the reasonable expectations of employees. This could be based on breach of contract, a violation of a Collective Bargaining Agreement, breaking an implied covenant of fair dealing, retaliation for an employee’s “whistleblowing” activities, or the employer’s unlawful discrimination/retaliation against you based on your protected classification.
https://kingstonlawgroup.com/do-i-have-a-nj-claim-for-wrongful-discharge/
Work in Progress - 10th Year Anniversary - Employment Law Update VisualBee.com
The document provides an employment law update covering several topics:
1) The abolition of the default retirement age means employers can no longer force retirement based on age unless objectively justified. This may impact performance management, succession planning, and employee benefits.
2) New maternity and paternity provisions allow fathers to take up to 26 weeks of additional paternity leave in the first year. Employers must update family friendly policies.
3) The Equality Act consolidates previous anti-discrimination laws into a single act. The Bribery Act strengthens anti-corruption laws and requires adequate procedures to prevent bribery.
4) Agency worker regulations provide equal treatment for benefits and opportunities after 12 weeks to
Tuesday March 10, 2009 12:00PM Presentation presented by:
Matthew A. Steinberg & Richard Greenberg attorneys with the New York Office of Jackson Lewis LLP.
The document discusses protections provided under the Equality Act for various attributes:
- Age: The Act removed default retirement ages and upper age limits for most jobs. Exceptions can be made for roles requiring a certain age like driving.
- Disability: The Act defines disability and prohibits questions about health/absences before making a job offer.
- Gender reassignment: The Act protects transgender individuals whether or not they have undergone medical procedures.
It's a good news/bad news story: The nation's birth rate has rebounded after a drop that followed the 2008 financial crisis. The bad news is pregnancy discrimination charges are also on the rise. This is a touchy area and one that employers need to keep a close eye on. This article describes new standards that clarify what's discriminatory, and what isn't.
Similar to 401727 geo equality_law_rights_acc (20)
This document provides guidelines and algorithms for performing basic life support, including treatment for adults and children who are unresponsive or choking. It outlines the steps for performing CPR, using an AED, and treating anaphylactic reactions. The key aspects are opening the airway, checking for breathing, performing chest compressions and rescue breaths in a 30:2 ratio for adults and 15:2 for children, using an AED to assess and shock the heart if needed, and giving intramuscular adrenaline for anaphylaxis.
This document discusses personal hygiene and areas of the body that require care, such as skin, hair, eyes, mouth, ears, nose, nails and feet. It outlines considerations for hygiene based on nutritional state, incontinence, age, health conditions and treatments. Pressure sores and their stages are defined. Preventative measures like SSKIN are provided. Cleansing areas of the body and things to consider are discussed. The importance of personal hygiene for patient well-being and treatment is emphasized.
This document discusses the administration of medication by health care assistants and outlines important competencies. It notes that assistants must have the knowledge and skills for safe medication administration without direct supervision. They must keep accurate records of medications given and assess effectiveness. The document reviews benefits of proper medication management such as improved health and safety. It emphasizes the importance of ensuring the right patient receives the correct drug, dose, route and timing of administration. Key competencies include patient identification, understanding dosages and side effects, accurate record keeping, and reporting any issues or reactions. The document concludes with considerations about the high volume and costs of medications in healthcare systems.
Records created by healthcare workers are considered health records under UK law. Health records must be factual, consistent, accurate, dated, timed, signed, and avoid jargon. Poor record keeping can lead to issues like mistakes in care, complaints, disciplinary action, and even criminal proceedings. The main barrier to good record keeping is a lack of time. Records made by non-registered staff must be regularly countersigned by their supervisor.
A professional approach to managing security in the nhsMatthew Jackson
This document outlines a strategic approach for managing security in the NHS. It establishes a business process model with key elements: identifying problems through risk assessment, developing a clear strategy and action plans, and creating an effective structure to implement the strategy. The model involves taking generic and priority actions, delivering improvements, and measuring progress. The overall aim is to deliver a properly secure environment for those using and working in the NHS so the highest clinical care standards can be provided.
Rural pride partyflyer-front-final-use-this-oneMatthew Jackson
This flyer promotes a rural pride party to celebrate rural values and culture. The party will take place on a Saturday evening at Farmer John's barn and will include music, food, and activities that highlight rural life. All rural residents are invited to attend the family-friendly event to socialize and support rural pride.
This document outlines 7 performance criteria for venepuncture including applying standard precautions, selecting an appropriate vein, using a tourniquet correctly, minimizing client discomfort, collecting the correct blood samples in the right order, taking action if there are issues obtaining samples, and mixing collected blood. It tracks whether each criteria has been encountered, the date it was performed under supervision, if there are any knowledge gaps, and any planned or completed learning activities to address gaps.
This document provides guidance for developing education and training programs for capillary blood sampling and venepuncture in children and young people. It outlines 4 domains of competences and learning outcomes with indicative content. It recommends using age bands of 0-1 years, 1-5 years, and 5 years and above when developing competence. Programs should assess competence in practice using methods like observation, reflection, portfolios, and examinations. The framework aims to support consistent development of this skill across settings.
The document provides guidance for developing education and training programmes for capillary blood sampling and venepuncture in children and young people. It outlines 4 domains of competence: 1) professional and legal issues, 2) preparing self, child and family, 3) performing the procedure, and 4) risks and hazards. The document describes learning outcomes and indicative content for each domain to ensure practitioners develop the necessary knowledge and skills. It is intended to support consistent training so nurses are competent to perform capillary blood sampling and venepuncture safely and effectively.
This guidance sets out best practices for restrictive physical intervention and therapeutic holding of children and young people. It defines key terms and outlines legal, ethical and safety principles. Nurses have a duty of care but must consider the child's rights. Restrictive interventions should only be used to prevent harm, as a last resort, and never in an indecent manner. Therapeutic holding requires consent, preparation and minimal force. Organizations should provide training to ensure techniques are applied competently and safely.
This document provides guidance for healthcare professionals on preparing a child for a blood test and addressing their needs and concerns afterwards. It includes:
- A checklist of questions for the healthcare professional to ask the child before the test to understand their past experiences, fears, and what could help alleviate discomfort
- Options to offer the child like distraction techniques, looking away, or choosing a plaster
- Follow up questions after the test to understand what could be done better in the future if another test is needed
The aim is to make the child feel informed, in control when possible, and supported through the blood draw process.
This document contains an observation checklist for evaluating a practitioner's competency in drawing blood from children. It lists competencies such as understanding the level of trauma children may experience, demonstrating pediatric negotiating skills using age-appropriate language, explaining procedures truthfully, demonstrating understanding of parental consent, and using techniques such as topical anesthetics, reassurance, and coping cards appropriately for the child's age. Supervisors would use this checklist to observe and sign off on the practitioner's skills.
This document provides an introduction and overview of capillary blood sampling and venepuncture in children and young people. It acknowledges the expert group and review group that assisted in the development of the document. The document aims to assist practitioners in developing the necessary underpinning knowledge to perform blood sampling competently on children and addresses various topics like professional and legal issues, gaining consent from children, preparing oneself and the child, addressing needle phobia and pain relief options.
Venepuncture is the procedure of inserting a needle into a vein to obtain blood samples. To perform venepuncture safely, one must understand relevant anatomy, how to select an appropriate vein and device, potential problems that may occur, and health and safety risks. The document outlines the indications for venepuncture, vein anatomy, factors to consider when selecting a vein, potential hazards, required equipment, and steps to perform the procedure correctly.
Venepuncture is the procedure of inserting a needle into a vein to obtain blood. It requires knowledge of anatomy, selection of an appropriate vein and device, understanding potential problems, and awareness of health and safety risks. The document outlines the indications, vein anatomy, site selection, choosing a vein, hazards, risks, equipment, and technique for performing venepuncture.
The document outlines 14 performance criteria for venepuncture procedures. It includes steps for applying standard precautions, selecting an appropriate vein access site, gaining venous access with minimal discomfort, obtaining the correct amount and type of blood in the proper order and containers, addressing any issues during sample collection, ensuring samples are properly stored and transported to the lab. Practitioners must document the procedure and relevant information in patient records.
This document provides an overview of roles and responsibilities regarding safeguarding vulnerable adults. It defines who is a vulnerable adult, outlines types of abuse, and explains how to respond to suspicions or incidents of abuse by alerting the designated referrer, ensuring safety, and documenting the situation. Key responsibilities include reporting concerns immediately, keeping information confidential except what is necessary to ensure protection, and knowing policies and procedures for safeguarding vulnerable adults.
This document provides guidance on safely assisting patients with mobility and handling tasks. It is divided into 3 modules: handling inanimate loads and posture, mobility assistance and equipment use. It emphasizes considering factors like the individual, load, environment and other risks. Risk assessments should match jobs to workers' abilities. Ergonomic solutions include equipment, workplace redesign and task rotation. Guidance is given on communication, encouraging self-help, ergonomics, safety and appropriate touch, holds and working positions to minimize risks when assisting with mobility.
The hoist checklist ensures the hoist is safe to use by having the handler check for the safe working load and inspection date, any wear and tear, that the spreader is securely attached and sling clips are intact, the wheels move freely and brakes work properly, emergency stop and lowering functions work, there are no hydraulic leaks, the battery is charged with a spare, the legs open and close correctly, handlers are trained, and instructions are available. The sling checklist similarly requires checking that the sling is suitable for the person, its size and safe working load, that the handler is trained, instructions are available, and checking for general wear and tear and ensuring the label is legible and the last inspection date is
The document provides an overview of a conflict resolution training course. It discusses key concepts around identifying and understanding conflict, including the typical behaviors associated with aggressive, passive, and passive-aggressive responses to conflict. It also explains that emotions often drive conflict and make resolution difficult, as people focus more on positions than underlying interests. Resolving conflict requires addressing both substantive issues and the emotional needs and concerns of those involved.
1. Equality act 2010:
What do i nEEd to
knoW? a summary
guidE to your
rights
www.adviceguide.org.uk
2. Introduction
At the moment, there are several different laws to Get advice about the dates when the new
protect people from discrimination on grounds of: law comes in from your local Citizens
Advice Bureau, or look on the Citizens
• race
Advice website at: www.adviceguide.org.uk.
• sex
• sexual orientation (whether being lesbian, gay,
In this factsheet, we tell you about some of the most
bisexual or heterosexual)
important points in the Equality Act. However, this
• disability (or because of something connected
factsheet doesn’t cover all your rights. Get advice if
with their disability)
you think you’re being discriminated against, even if
• religion or belief
we don’t cover your situation here.
• being a transsexual person (transsexuality is
where someone has changed, is changing or has Get advice about all aspects of
proposed changing their sex – called ‘gender discrimination law from your local Citizens
reassignment’ in law) Advice Bureau, or look on the Citizens
• having just had a baby or being pregnant Advice website at: www.adviceguide.org.uk.
• being married or in a civil partnership (this
applies only at work or if someone is being This factsheet applies to people in England, Wales
trained for work), and and Scotland.
• age (this applies only at work or if someone is
being trained for work).
The Equality Act 2010 simplifies the current
laws and puts them all together in one piece of
legislation. Also, it makes the law stronger in some
areas. So depending on your circumstances, the new
Act may protect you more.
Most of the Equality Act will start to apply in
October 2010 and this guide covers the main
changes coming into effect then. The Act also
contains other changes. For example, if you’re over
18, the Act contains a new law to protect you from
discrimination because of your age when you shop
or use facilities like swimming pools or libraries. The
Government is looking at how the rest of the Act
can be implemented in the best way for business.
It will make an announcement about this at a later
stage.
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3. If you’re disabled
Simplifying the law If you’re discriminated against because you’re
disabled, the new law could help you.
At the moment it’s against the law to discriminate
against you because of things like race or religion. For example, there will be a slightly different test of
Different laws cover these different issues. Until what ‘disability’ means. When the new law comes in,
the new law comes into force, the old laws will it will be easier for someone to show that they have
still apply. difficulty carrying out their day-to-day activities, and
therefore that they come under the definition of
When the new law comes in, all the law about ‘disabled person’ and are protected under the Act.
discrimination will be in one place: the Equality Act
2010. You’ll still be protected from things like racial Example
or religious discrimination, as the new law will take
over from the old laws. You suffer from depression, so it’s very
hard for you to make decisions or even
to get up in the morning. You’re forgetful
Where the law has been made and you can’t plan ahead. Together, these
stronger factors make it difficult for you to carry
out day-to-day activities. You’ve had
Here are the main areas where the law has been several linked periods of depression
made stronger from October 2010. Remember that over the last two years and the effects
not all the changes in the Equality Act will start at of the depression are long-term.
the same time. So if you think you might be covered
So, for the purposes of the Equality Act,
by the new law, you’ll need to get advice about
whether it has come in to force yet. you’re defined as a ‘disabled person’.
Before the Equality Act, you might
Get advice about whether the law has come
in to force yet from your local Citizens not have been able to get disability
Advice Bureau, or look on the Citizens discrimination protection.
Advice website at: www.adviceguide.org.uk.
3
4. Another way the new law could help you if you are
disabled is that for the first time, the law protects Example
you from ‘indirect discrimination’. This is where a Because of your disability, you might
policy or practice is applied in the same way to need to take more leave from work than
everyone, but it puts disabled people at a particular
disadvantage. However, it doesn’t count as indirect people you work with.Your employer
discrimination if the person applying the policy can must not treat you unfavourably because
justify it. you are off work, as long as it knows
that you have a disability. However, your
Example employer may be able to justify anything
Your employer brings in a new shift it does, and if its action can be justified
pattern which means that everyone then, it won’t be against the law.
has to work fewer days, but longer
days. You have a disability that means
you’re exhausted after two long days of Here are some more examples of how the Equality
Act may help you if you’re disabled:
working. So the new shift pattern puts
you and other people who have the • Employers will generally no longer be allowed
to ask questions about health or disability before
same disability as you at a disadvantage. they offer you a job or before they include you
Your employer will have indirectly in a pool of people to be offered a job when a
discriminated against you if it can’t justify vacancy arises. However, they can ask you such
the new shift pattern. questions if they have a good reason. (see the
workplace guidance for more details).
When the new law comes in, it will be easier for • If you’re at a substantial disadvantage when
you to make a claim for discrimination that happens compared with someone who isn’t disabled,
because of something connected with your disability. reasonable changes (‘adjustments’) must
It will count as ‘unlawful discrimination’ if someone be made by your employer or by someone
who knows you are disabled treats you unfavourably providing goods or services. They may have
because of something that results from your to change the way things are done, or make
disability, provided that treatment can’t be justified. changes to a building, or provide aids such as
special computer software to help you do your
This is called ‘discrimination arising from a disability’. job. Reasonable adjustments can also include
providing information in an accessible format.
The new law makes it clear that when receiving
services you can’t be asked to pay the costs of
making these reasonable adjustments.
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5. If you’re a woman being paid less than For more information, see the new factsheet
a man Equality Act 2010: What do I need to know as a carer?
If you’re a woman being paid less than a man who
is doing the same sort of work, the new law might If you’re breastfeeding, pregnant or have
help you. Your employer won’t be able to take just had a baby
action against you for talking to your colleagues or The new law makes it clear that it’s against the law
trade union representatives about how much you for you to get less favourable treatment because
get paid. you’re breastfeeding when receiving services.
However, there is no right to breastfeed at work.
This change may help you to find out if you might
be able to make a claim for equal pay.
Example
If you’re a carer It is against the law for the manager of
If you look after someone who is elderly or disabled, a cafe to ask you to stop breastfeeding
you’re already protected from being discriminated or do it somewhere more private, or to
against at work because of your association with leave because you’re breastfeeding.
the person you care for. The new law will make this
protection clearer. In addition, direct discrimination
and harassment because you care for a disabled In addition, you shouldn’t be discriminated against at
person will be banned when: school because you’re pregnant or have just had a
baby.
• you’re shopping for goods or services
• you use facilities like public libraries or cafes, and
• you use services like public transport.
Example
You care for your disabled sister and
you try to go a nightclub with her. They
refuse to let you in because they say
disabled people aren’t good for their
image. Your sister may have a claim of
disability discrimination and, when the
new law comes in, you may also have a
claim of direct discrimination because of
your association with her as her carer.
5
6. If you’re a transsexual person
Example
The new law could help you if:
You belong to a club that lets members
• you’ve changed your sex
• you’re in the process of changing your sex, or bring partners to certain social events.
• you have simply told someone that you are It will be against the law for it to refuse
planning to change your sex. entry to your partner because they are
a transsexual.
Under the new law, you’ll no longer have to be
under medical supervision to be protected from
discrimination and harassment. You mustn’t be Positive action
discriminated against or harassed at school or by ‘Positive action’ is when something is done
someone exercising a public function, such as policing, specifically to help someone who has a protected
because you’ve started the process of changing characteristic. There are several different reasons
your sex. You’ll also be protected from direct why it may be appropriate to take some sort
discrimination as a result of being associated with of positive action, for instance if someone is
someone who is transsexual, for example if you’re suffering some kind of disadvantage linked to that
their partner; or if you are discriminated against by characteristic, or if they have particular needs,
someone because they think you are a transsexual, or if people with that characteristic are under-
even if you aren’t. In addition, you’ll also be protected represented in an activity or a type of work.
from indirect discrimination, where a rule, policy or
practice particularly disadvantages transsexual people One form of positive action is encouraging or
and can’t be justified, and from discrimination as a training people to apply for jobs or take part in an
guest or member in a private club. activity in which people with that characteristic are
under-represented. This may be done by means
Clubs of training courses, mentoring schemes or even
Clubs with 25 or more members who select their open days or other events to show people what a
members, such as golf clubs, won’t be allowed particular job or activity is really like.
to discriminate against their members or guests.
The law already protects you from discrimination Another type of positive action is where someone
by these clubs on grounds of your sexuality, providing goods or services targets a group who
your disability and your race. But when the new share a protected characteristic because they have
law comes in, you’ll also be protected from particular needs linked to that characteristic.
discrimination on grounds of your sex, your religion
or belief, the fact that you’ve just had a baby or are The new law makes it easier for employers and
pregnant, or the fact that you’re a transsexual. The service providers to take positive action. However,
new law doesn’t stop clubs for people who share taking any form of positive action is entirely
a protected characteristic – for example women- voluntary and people don’t have to consider doing
only and men-only clubs and social clubs for Turkish it if they don’t want to.
people.
6
7. If you’re being harassed
Harassment is behaviour which hurts a person’s Taking action about
pride, or which is offensive. The new law makes it discrimination
clear that you will be protected if you are harassed
because you associate with someone who has a
Employment tribunals
protected characteristic or because someone thinks
you have a protected characteristic, for example If you have a problem of discrimination at work
if you are harassed because your son is gay, or and you can’t sort it out with your employer, you
because someone wrongly thinks you are a Muslim. can take action at an employment tribunal. If you
Harassment may be deliberate but it doesn’t have win your case you could get compensation, or the
to be. Someone could be harassing you even if they employment tribunal could recommend that your
don’t mean to or don’t realise they are doing so. employer stops discriminating against you. If you’ve
been sacked because of discrimination, the tribunal
The law already protects people from harassment at may recommend that your employer allows you
work and some people from harassment when they back to work. Be careful not to miss the deadlines
are buying goods or receiving services. The new for going to an employment tribunal.
law will also protect you from harassment related
to disability when you’re buying goods or receiving Get advice about these deadlines from
services. your local Citizens Advice Bureau, or
look on the Citizens Advice website at:
This new law on harassment will not protect you www.adviceguide.org.uk.
when you’re buying goods or receiving services
if the offensive behaviour is related to religion or Employment tribunals have been given extra
belief or to sexual orientation. But other parts of powers under the new law. They will be able to
the new law relating to direct discrimination could make recommendations in discrimination cases
protect you instead. which benefit other people who work for the
employer, as well as the person who made the claim.
If you’re harassed at work, the new law will mean
that your employer will be held responsible it:
• they know that you have been harassed
repeatedly by someone like a customer or a
client, and
• they do nothing reasonable to stop it happening
again.
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