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Did you mean to type: Religious Belief a place for it at work? (42 results)

33 results found showing 1 - 20

  1. Celebrating 35 years of the Health and Safety at Work Act

    ...hearing protection. Chris Fry, Partner and Head of Industrial Diseases at Wake Smith & Tofields, said: "This is a landmark case, re-writing 30 years of legal practice. Before this case it was widely believed that employers were not legally responsible for Case law CASES IN bRIEf muslim chef loses religious discrimination case over handling pork A Muslim chef who accused his employer, the Metropolitan Police, of religious discrimination, has lost his Tribunal case. Hasanali Khoja said that when he was offered the job as a chef he was assured he would not have to handle pork. However, he was later aske...

    Magazine issue | 7 Jul 2009

  2. Religious beliefs: should employers cater for all faiths?

    workplacelaw know-how to manage your workplace May 2005 RELIGIOUS BELIEF? To what extent should employers cater for all faiths? DOES EVERYONE KNOW THERE'S A FIRE? Disability discrimination meets health and safety SOUNDING OFF New Noise at Work Regulations MIGRANT WORKERS Are you exploiting illegal immigrants? Plus: Freedom of information, asbestos, vibration,...

    Magazine issue | 1 May 2005

  3. Bullying at work

    ...o have "the purpose or effect of violating people's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment". The legal position Discrimination law prohibits harassment on a variety of grounds including age, disability, colour, ethnic or national origin, race, religious belief or other similar philosophical belief, sex and sexuality. It also protects individuals from discrimination both while applying for a job, during it and, in some cases, after the working relationship ends (for example in the provision of a reference). Because there is no single piece of legis...

    News analysis | 23 Feb 2010

  4. Imposing religious beliefs on others justified dismissal

    ... 2007. 4.Failed to follow correct procedures in relation to visiting service users outside of your normal working hours. 5.Failed to follow correct procedures in relation to the completion of incident reports. 6.Failed to follow a reasonable management instruction not to overtly promote your religious beliefs. 7.Failed to adhere to a service users care plan. So it wasn't all about the religious beliefs at all.

    Comment | 20 Mar 2009

  5. Open for Business

    ...ternative employment and was within his rights to turn down the driver operator role. 27407 Nurse loses crucifix case A Christian nurse moved to a desk job after refusing to remove her crucifix at work has lost her discrimination claim. Shirley Chaplin claimed she was prevented from expressing her religious beliefs by not being allowed to wear her crucifix necklace. Royal Devon and Exeter NHS Foundation Trust argued that the policy covered any necklace as they could constitute a health and safety risk for those in a clinical-facing role. Mrs Chaplin said she felt that she was being asked to 'hide' her...

    Magazine issue | 4 May 2010

  6. A new age?

    workplacelaw The exclusive magazine for premium members of the Workplace Law Network A new age? Time to manage age diversity inside this issue SEP/OCT 2011 Issue 62 Belief system Amanda Trewhella assesses the implications of recent religious discrimination cases. Page 24 Virtual office Out with the old Suzanne McMinn with HR guidance on the end of the Default Retirement Age. Page 30 Comment: Those breaching safety rules must pay their way, says the HSE. Page 9 Legal update: The Agency Workers Regulations 2010 finally come into forc...

    Magazine issue | 5 Sep 2011

  7. 48: How the 48-hour working week could push employers to the max

    ...her his tormentors perceived him to be gay or not). The Court of Appeal has now confirmed that his claim against his employer can succeed. 18104 Council wins appeal over Christian registrar and civil partnerships An Employment Appeals Tribunal (EAT) has cleared Islington Council in North London of religious discrimination against a Christian registrar who refused to perform civil partnerships. The council took disciplinary action against Lillian Ladele because of this refusal, which amounted to discrimination on the grounds of sexual orientation on her part, and not for her religious beliefs, the EAT ...

    Magazine issue | 5 Feb 2009

  8. Sexual orientation and religion / belief discrimination: three years on

    This week's briefing looks at the TUC report into the regulations prohibiting discrimination on the grounds of religion or religious belief or sexual orientation on the back of the recent (16 July) High Court decision that a schoolgirl was not entitled on religious grounds to wear her chastity ring to school. The issue of discrimination is rarely out of the media and in recent months there have been a few high profile instanc...

    News | 23 Jul 2007

  9. Heathrow airport worker sacked for wearing a nose stud

    ...more, North West London, where she lives.The case is similar to that of Playfoot v. Governing Body of Millais School reported by the Workplace Law Network team in July where the High Court ruled against a Christian girl, finding that her school's refusal to allow her to wear a chastity ring was not religious discrimination under the Human Rights Act.Three yeas ago, all forms of discrimination on the grounds of sexual orientation and religion or religious belief were specifically outlawed in the workplace through the Employment Equality (Religion and Belief) Regulations 2003, although tribunals had deal...

    News | 17 Sep 2007

  10. Employers believe religious discrimination not a problem in the workplace

    Religious observance in the workplace is not a source of employer-employee conflict despite a number of high-profile cases of alleged religious discrimination in the workplace, a survey claims. Under the Employment Equality (Religion or Belief) Regulations 2003 it is illegal for employers to discriminate a...

    News | 19 Feb 2007

  11. Muslim unfairly dimissed after pilgrimage - landmark religious discrimination case?

    ..., he could assume it was all right to take the leave. When Mr Khan returned from his trip, he was suspended without pay and then dismissed. The case serves as a warning to employers to make sure that their employment policies do not discriminate - directly or indirectly - against workers with religious beliefs. Anne Power of law firm Morrish & Co, which represented Mr Khan, has speculated about the impact of the decision. She comments in the Yorkshire Post: "If a Christian wanted to attend church on Christmas Day, and his employer wanted him to work, there is the potential that the employer's ...

    Case | 18 Jan 2005

  12. Who's looking at you?

    workplacelaw know-how to manage your workplace April 2005 NOT EVERYONE CAN HEAR THIS Where disability meets fire safety WHAT IS A RELIGIOUS BELIEF? Is it an employer's responsibility to cater for all faiths? SOUNDING OFF New Noise at Work Regulations MORCAMBE BAY Implications for employers of the cockle picker drownings Plus: Freedom of Information, asbestos, vibration, business continuity IN EVERY ISSUE: EMPLOYMENT LAW, HEALTH & SAF...

    Magazine issue | 1 Jul 2005

  13. "We don't serve wheelchairs"

    ...2 Contents In this issue ... LATEST 05 EDITORIAL Will the launch of the Equality and Human Rights Commission serve to address human rights within all forms of discrimination? 07 LEGAL CALENDAR Key legislative dates and events taking place during December 2007 and January 2008. 08 CASE LAW n Do religious beliefs offer the right to discriminate? n Is homeworking a reasonable adjustment? 10 9TH FACILITIES MANAGEMENT LEGAL UPDATE CONFERENCE AND DINNER Find out what's going on at the "must attend event of the year". says and how people with disfigurements are actually being treated, says Head of Prof...

    Magazine issue | 1 Jan 2008

  14. Stress management special

    ...robationary period. This suggests that consent will only be valid if it is given at the end of the probationary period after permanent employment has been confirmed. No worker can work more than 65 hours in any one week, unless there is a collective agreement which provides for longer. New laws on religious discrimination for service providers The Prime Minister has announced that the Government will introduce new laws to combat discrimination on the grounds of religion. The measures will put an end to religious discrimination in the provision of goods, facilities, services and premises. The provision...

    Magazine issue | 1 Nov 2004

  15. Survival of the fit note?

    ... 13 Employment update | Case law hR case law Implications of the latest HR case law for employers ... Employee refused time off to visit mosque was not discriminated against A Muslim employee who was refused permission to leave site on a Friday to attend prayers at a mosque has lost his case for religious discrimination. Mr Cherfi was employed as a security guard. Whilst working at a site in Euston, he left work every Friday lunchtime to attend prayers at the local mosque. The company's contract at Euston came to an end and Cherfi was then based mainly at a Job Centre Plus site at Archway. He contin...

    Magazine issue | 5 Jul 2011

  16. ETs on the rise

    ...e | Case law hR case law Implications of the latest HR case law for employers ... Christian advising `faith in God' loses Tribunal claim A Christian homelessness prevention officer who advised a customer with an incurable illness to `put her faith in God' has lost his case for unfair dismissal and religious discrimination. Duke Amachree was suspended from his role at Wandsworth Borough Council in2009whenthewomanin question complained about the comment, which had come about when her illness was discussed during an interview about her housing situation. Mr Amachree, who had worked for the Council for 18...

    Magazine issue | 1 Sep 2010

  17. The world in your hands?

    ...ight need to prevent unauthorised access; and the `elf n safety' debate continues. 18 Nicholson, but don't overlook the human aspect. Protocol. Will Syddall explains what, if anything, was achieved. 44 was a legitimate distinction between a counsellor's refusal to counsel same-sex couples and his religious belief, which led to his conduct and the reason for his dismissal. 08 CASE LAW Record fine for retailer following fire; and Sellafield Ltd is fined £75,000 after pleading guilty to breaches of health and safety law when two contractors inhaled radioactive dust. 16 LEGAL UPDATE With three payment...

    Magazine issue | 8 Jan 2010

  18. The Diversity Dilemma

    ...SN 1745-0160) Latest | Editorial THE DIVERSITY DILEMMA The old saying about never talking about politics or religion makes perfect sense in the workplace, where people from widely different backgrounds routinely gather and try to get along. But what happens when circumstances force you to address religious differences? Back in August, Workplace Law ran a story about a new employers' guide to Ramadan, issued by the Employers' Forum on Belief, on ways of supporting the 1.6 million Muslims living in the UK who may be observing the month-long event. It unleashed a torrent of debate on the Workplace Law f...

    Magazine issue | 2 Nov 2009

  19. 2009: new beginnings

    ...c (2008), the EATs' helpful decision has given employers clarity on the implementation and enforcement of policies, says national commercial law firm Beachcroft LLP, although challenges remain. Rachel Dineley, Partner and Head of the Diversity and Discrimination Unit, comments: "What constitutes a religious belief (as opposed to a religious preference) can be a surprisingly very difficult question to determine. This case highlights a practical problem for both employers and employees when it comes to drafting and implementing company policy. "As is observed in the judgment, a person's religion or beli...

    Magazine issue | 8 Dec 2008

  20. Conflict of discriminations?

    ...lesbian, believed that Ms Ladele was being discriminatory against the gay community and brought complaints of discrimination on the grounds of sexual orientation against her. The Tribunal concluded that Ms Ladele had suffered direct and indirect discrimination and was harassed on the grounds of her religious beliefs. The facts Ms Ladele became a Registrar of Births, Deaths and Marriages in November 2002. Ms Ladele is a Christian and she held the orthodox Christian view that marriage is the union of one man and one woman for life to the exclusion of all others. She could not reconcile her faith with ta...

    News analysis | 1 Aug 2008

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