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YouTube contracts companies to hire content moderators, who view content flagged as potentially violating YouTube's content policies and determines if they should be removed. In September 2020, a class-action suit was filed by a former content moderator who reported developing post-traumatic stress disorder (PTSD) after an 18-month period on ...
In 2010, existing anti-discrimination law was combined into a single Act of Parliament, the Equality Act 2010. The Equality Act contains provisions forbidding direct, indirect, perceptive and associative discrimination on the basis of sex, race, ethnicity, religion and belief, age, disability, sexual orientation and gender reassignment.
Indirect discrimination rests upon the cardinal assumption that a formally neutral measure is suspicious when it has substantive disadvantages for a formally protected group. [11] Substantive equality has been identified as more of a left-leaning political position, [53] but this is not a hard-and-fast rule. The substantive model is advocated ...
In March 2006, the STF determined that the agency could not effectively address system discrimination without a nationwide system, but that the EEOC was uniquely prepared to fight systemic discrimination because the EEOC's broad authority, commissioner's charges, access to data, exemption from Rule 23 of the Federal Rules of Civil Procedure ...
Alabama (1958) that freedom of association is an essential part of freedom of speech because, in many cases, people can engage in effective speech only when they join with others. [7] Other Supreme Court cases involving freedom of association issues include: [8] Brotherhood of Railroad Trainmen v. Virginia, 377 U.S. 1 (1964) United Mine Workers v.
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An Act to make provision to require Ministers of the Crown and others when making strategic decisions about the exercise of their functions to have regard to the desirability of reducing socio-economic inequalities; to reform and harmonise equality law and restate the greater part of the enactments relating to discrimination and harassment ...
Direct evidence: Although direct evidence of discrimination can be very powerful, courts often give little weight to discriminatory remarks made by persons other than decision makers, "stray" remarks not pertaining directly to the plaintiffs, or remarks that are distant in time to the disputed employment decision.