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The Agency Workers Regulations 2010 are a statutory instrument forming part of United Kingdom labour law.They aim to combat discrimination against people who work for employment agencies, by stating that agency workers should be no less favourably treated in pay and working time than their full-time counterparts who undertake the same work.
The Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 (SI 2002/2034) are a UK statutory instrument aimed at protecting employees who have fixed-term contracts of employment. The regulations are in part intended to implement the European Union's Fixed-term Work Directive 1999 (99/70/EC) on fixed term workers. [1]
A disparate treatment violation is made out when an individual of a protected group is shown to have been singled out and treated less favorably than others similarly situated on the basis of an impermissible criterion under Title VII. The issue is whether the employer's actions were motivated by discriminatory intent.
The Employment Tribunal held he was less favourably treated, but it was justified for (1) giving other associates the opportunity of partnership within a reasonable time – and therefore to remain with the firm (2) workforce planning (3) limiting need to expel underperforming partners. It upheld, however, a victimisation claim.
United Kingdom employment equality law is a body of law which legislates against prejudice-based actions in the workplace. As an integral part of UK labour law it is unlawful to discriminate against a person because they have one of the "protected characteristics", which are, age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, pregnancy and ...
"I can't just turn it off or snap out of it. It's exhausting trying to be 'normal.'"View Entire Post ›
Since 2 December 1994, it has been unlawful for service providers to treat disabled people less favourably for a reason related to their disability; Since 1 October 2002, service providers have had to make 'reasonable adjustments' for disabled people, such as providing extra help or making changes to the way they provide their services.
However, some of these barriers are non-discriminatory. Work and family conflicts is an example of why there are fewer females in the top corporate positions. [2] Yet, both the pipeline and work-family conflict together cannot explain the very low representation of women in the corporations. Discrimination and subtle barriers still count as a ...