Search results for Sex discrimination in union back pay settlement
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Sex discrimination in union back pay settlement
... members with the council employing the claimants and secured some compensation for employees, including the claimants, who had suffered past pay inequalities. The claimants brought claims alleging, inter alia, that the union had discriminated against them contrary to sections 1(2)(b) and 12 of the Sex Discrimination Act 1975 by prioritising pay protection and future pay over compensation for past inequalities. The employment tribunal upheld the claim of indirect discrimination, finding that, by agreeing to a low settlement for past pay inequalities in order to release more money for future pay p...
Case | 28 Oct 2008
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Women win equal pay case after receiving “threatening” letters from employer
...r of 36 school dinner ladies who claimed they were victimised by St Helens Borough Council in Merseyside after they brought equal pay claims against the local authority. The five law lords unanimously backed the women in their claims, which were supported by the GMB union, against the Council for sex discrimination and victimisation. The result means that a tribunal will now assess the award due to the women, which could be up to £10,000 each. The women, along with 473 others, claimed equal pay with male road sweepers in 1998. The majority accepted the terms of a settlement offered by the Co...
Case | 25 Apr 2007
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Employment Tribunals: back to the future?
...ublished. It is expected that they will be introduced at the same time as regulations to extend maternity and adoption pay to 52 weeks. To qualify for paid paternity leave, employees must: · be the father of the child or the mother's husband or partner (partner is a person of the same or different sex who lives with the mother and the child and is in an enduring family relationship but who is not a relative of the mother); have or expect to have responsibilities for the upbringing of the child; and have 26 weeks' service. Adoption rights The Maternity and Parental Leave etc and the Paternity an...
Magazine issue | 1 Jul 2007
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ETs on the rise
...tions need to be taken to ensure compliance. Companies need to avoid discrimination at all stages of employment recruitment, the provision of benefits, promotion and dismissal. Currently, discrimination laws preclude employers from treating workers differently for reasons that are based on their sex, marital status, race, disabilities, sexual orientation, religion or belief and age. Our in-house training course on equality and diversity will ensure that you are up to date with all relevant legislation related to these complex issues. workplace law human resources Equality | Diversity | Cons...
Magazine issue | 1 Sep 2010
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A new age?
... Law simon.toseland@workplacelaw.net Printed by Pensord, Tram Road, Pontllanfraith, Blackwood NP12 2YA | Circulation 2,000 (ISSN 1745-0160) Latest | Editorial AGE AWARENESS This autumn, the passing of a piece of legislation could have the greatest impact on the workplace since the introduction of sex and race discrimination laws in the 1970s. From 1 October 2011 employees can no longer be compulsorily retired, no matter what their age. Consigning the Default Retirement Age to the history books means that those employees reaching 65 and over will no longer be forced into taking retirement if the...
Magazine issue | 5 Sep 2011
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Survival of the fit note?
...placelaw.net as a whole. However, such recommendations are effectively toothless because if the employer fails to act upon the Tribunal's recommendations, it faces neither penalty nor enforcement action. Should the Coalition's proposals go ahead, employers who find themselves on the wrong end of a sex discrimination judgment will be required to conduct a pay audit. This would involve comparing the pay of women and men doing equal work, investigating the causes of any potential discrepancies, and closing any gaps that cannot be satisfactorily explained on grounds other than sex. It is intended th...
Magazine issue | 5 Jul 2011
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Grinding to a halt: Why Government policy risks bringing business to a standstill
...ating to work and pregnancy have been in place for decades, the experiences of many pregnant women would indicate that while the law says one thing, the reality is often different. It is a well established principle that unfavourable treatment on the grounds of pregnancy amounts to automatic direct sex discrimination. The Equality Act 2010 confers `protected status' on women from the start of their pregnancy until the end of their maternity leave and also provides that more favourable treatment of pregnant women cannot be regarded as unlawful discrimination against men. Some employers struggle wi...
Magazine issue | 4 Jan 2011
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No smoking? Employers face the costs of kicking the habit
...CT The impact of proposed legislation on commercial leases PREGNANT PAUSE Is the extension of maternity leave a step IDENTITY CRISIS backwards for equal opportunities? The changing face of security PORN AT WORK When does downloading pornographic PLUS: Religion in the workplace, material count as sex discrimination? pensions and TUPE, age discrimination IN EVERY ISSUE: EMPLOYMENT LAW, HEALTH & SAFETY, PREMISES MANAGEMENT P8 CONTENTS 06 07 08 14 17 18 22 25 LEGAL CALENDAR Legislative developments, consultations, conferences, training, publications and important diary dates for the six months ...
Magazine issue | 1 Apr 2005
